I'm interested to see the breakdown on yearly bonuses for tech roles (devs, managers, designers, product). This would include the cash value of tangible stuff like money, RSUs/stock, etc.
No bonus, don't care for them or the way they are political. Defined profit sharing outlined in a signed contract rather than bonuses is nice to have though, as long as it's legally solid and can not be gamed by management. Nothing worse than busting balls all year and then told in December that your profit-sharing is being withheld because you were honest with the CEO in a meeting about something technical.<p>Even when you have it in writing though things can go bad. For example, consider the recent and instantly legendary situation in 2011's business news about Zynga's discovering they would revoke some of their employee's previously granted stock option grants because their CEO was smoking crack (metaphorically) one evening and concluded that a key member of the Google team who worked there years ago (and importantly, who has nothing to do with Zynga at all) was over paid. This case demonstrates well just how badly incentive systems can go wrong. That situation was so distasteful that everyone in industry with talent knows to stay away from Zynga now, and as a result, even their IPO value went splat. Incentive systems can kill a company when they are controlled by psychopaths.
In a large company still hurting from the GFC (or so they tell us). Regardless we don't get one.<p>I had to fight very hard to get one at all for my mid year (financial year) performance review. Apparently that was at the expense of my peers due to there being a collective pot. I voted based on that.
Back when I worked for a larger company I got a bonus of $3k-4k at the end of the year. It was nice, but was held over our heads from October - December to make sure we were working harder than physically possible.<p>In Startupland, bonuses just don't really fit in. I don't mind it too much.
I'm happier now (in non-profit land) with no bonus, and 40 hours weeks, than I was in finance with [base salary] X [modifier] bonus and 60-80 hour weeks. In the end the bonus amortized across the extra hours actually _devalued_ my base hourly rate.
When I worked at a consulting firm, I received a 20% bonus. It is great for retention. You are reluctant to leave in the 6 months leading up to your bonus. It's better for the employee to just get a bigger salary.