COMPANY PLAYBOOK
Okta
Okta separates total reward into visible components: base pay, company-performance bonus, annual RSUs and an employee stock purchase plan.
System principles
- Connect short- and long-term reward through separate mechanisms.
- Make bonus targets visible in advance by role and level.
- Give employees more than one path to participate in company value.
Tensions and trade-offs
- Company-metric bonuses align direction but can depend on outcomes employees cannot control.
- Equity creates long-term alignment but market volatility makes total reward uncertain.
PRACTICES