据《商业内幕》看到的一份内部备忘录显示，领英正在全面改革其年度企业奖金的发放方式。这家微软旗下的职业社交网络目前将奖金与公司业绩（50%）和个人业绩（50%）相结合进行发放。从2027年起，员工的年终奖金将完全基于他们在财年内的个人表现。“在领英，我们相信，你应当因自己带来的影响而获得认可与奖励，”该备忘录指出，“这正是我们绩效薪酬理念的核心，而我们的奖金计划则是我们认可并奖励你贡献的重要方式。”
LinkedIn is overhauling how it awards annual corporate bonuses, according to an internal memo viewed by Business Insider. The Microsoft-owned professional social network currently awards bonuses as a combination of company performance (50%) and individual performance (50%). Starting in 2027, employees' end-of-year bonuses will be based solely on their individual performance during the fiscal year. "At Linkedin, we believe you should be recognized and rewarded for the impact you make," the memo states.
奖金目标将保持不变，且新政策不适用于有销售指标的员工。领英的一位发言人表示：“我们正在更新奖金计划，以在个人表现与奖金发放之间建立更直接的联系。”这一调整使薪酬模式从员工共享公司财务成功的方式转向了另一种模式，并赋予管理者在奖金决策中更大的影响力，以激励顶尖表现。其他大型科技公司也一直在通过将更多薪酬与个人表现挂钩，加大对员工绩效的压力。
"That's at the heart of our pay-for-performance philosophy, and our bonus plan is an important part of how we recognize and reward you for your contributions." Bonus targets will remain unchanged and the new policy excludes employees with sales quotas. "We're updating our bonus plan to create a more direct connection between individual performance and bonus payouts," a LinkedIn spokesperson said. The change shifts compensation away from a model in which employees shared in the company's financial success and gives managers greater influence over bonus decisions to incentivize top performance.
其中一些变化为顶尖员工提供了更高的奖励，同时提高了对表现未达预期者的要求。领英的母公司微软今年也对其绩效评估体系进行了全面改革，使绩效等级划分更加严格。此次奖金调整发生在领英进行成本削减之后。今年5月，该公司解雇了部分员工，并表示将缩减在营销活动、供应商支出、客户活动以及利用率不高的办公空间等方面的投入。
Other major tech companies have been ratcheting up performance pressure on employees by tying more compensation to individual performance. Some of these changes offer bigger rewards to top employees while tightening expectations for those who fall short. LinkedIn's parent company Microsoft has this year overhauled its performance review system, making performance distinctions significantly sharper. The bonus change follows a period of cost-cutting at LinkedIn.
当时，领英首席执行官丹尼尔·沙佩罗告诉员工，公司需要以更盈利的模式运营，同时将投资转向基础设施等优先事项。
In May, the company laid off employees and said it would scale back investments in areas including marketing campaigns, vendor spending, customer events, and under-used office space.
在领英，我们相信，您应当因自己带来的影响而获得认可与回报。这正是我们“绩效导向薪酬”理念的核心所在，而我们的奖金计划则是我们认可并回报您贡献的重要方式。基于这一理念，我想与大家分享我们在2027财年起对奖金计划做出的一项调整。该调整仅适用于我们企业奖金计划的参与者，不适用于销售薪酬计划中承担销售指标的角色。
LinkedIn CEO Daniel Shapero told employees at the time that the company needed to operate more profitably while redirecting investments toward priorities such as infrastructure. At Linkedin, we believe you should be recognized and rewarded for the impact you make. That's at the heart of our pay-for-performance philosophy, and our bonus plan is an important part of how we recognize and reward you for your contributions. With that in mind, I want to share a change we're making to our bonus plan beginning in FY27.
调整内容：从2027财年起，我们将简化年度奖金的计算方式。此前，奖金发放由公司绩效（50%）与个人绩效（50%）共同决定。现在，您年末获得的奖金将完全基于您在当财年的个人绩效。这将使您带来的影响与您获得的回报之间建立更直接的联系。
This applies only to those in our corporate bonus program and does not apply to quota-carrying roles on sales compensation plans. What's changing: Beginning in FY27, we're simplifying how we calculate annual bonus payouts. Before, bonus payouts were determined by a combination of company performance (50%) and individual performance (50%). Now, your end-of-year bonus payout will be based entirely on your individual performance during the fiscal year.
不变的部分：您的奖金目标。奖金目标仍然是目标，而非保证发放的金额。绩效越高，可能获得的奖金越高；绩效越低，则可能获得的奖金越低。您的经理仍会根据个人绩效差异调整奖金发放。移除公司绩效这一部分并不会影响我们奖金计划的资金安排。公司整体的表现依然至关重要。
This creates a more direct connection between the impact you make and the rewards you receive. What isn't changing: Your bonus target. Bonus targets remain targets, not guaranteed payouts. Higher performance may result in a higher payout, while lower performance may result in a lower payout, and your manager will continue to differentiate bonus payouts based on individual performance. This change to remove the corporate component won't impact the funding of our bonus plan. How we perform as a company continues to be important.