Let’s say Contributor A set extreme stretch goals and somehow attained 75 percent of them. Does her outperformance merit 100 percent of her bonus—or even 120 percent? Contributor B, by contrast, reaches 90 percent of his key results, but his manager knows he didn’t push himself—and, what’s more, that he blew off several important team meetings. Should he get a larger bonus than Contributor A? The short answer is no, not if you want to preserve initiative and morale.
