Best value for money - for our directors would be .....

....... a very sizeable bonus scheme placed in front of Mr Struber.
For example .......
Not relegated ........ ££££ .....
Play off position......££££ ......
Promoted ...............££££ ......

 

I’m sure there already is... same with the players most likely.

 

I've always thought it strange that companies don't reward their employees with performance based bonuses............

 

That bonus scheme should be so attractive that it eliminates the risk of him moving away to the vast majority of other clubs.
He shouldn’t even be contemplating clubs like Watford.

As far as I’m concerned I’ve seen enough of this manager to realise the directors have appointed someone with immense talent.
The collective organisational play of the team in the last few games of the season was incredible.
Obviously the training coaches have to take some of the credit as well here.
But It’s vital that we keep Mr Struber.

 

Would keep it simple & leave out the playoffs - it doesn't bring in that much money, so represents poor value.

 

But every club has the bonuses. Why stay at Barnsley on a £5k/week salary with a £2 million bonus for stopping up when you could go to Watford on £20k/week and a £10 million for getting promotion?

We can never compete financially and there’s no point pretending we can.

 

The company I worked for had a bonus incentive scheme for managers, they had to meet their targets to get the bonus.

Their reward for being on the manager scale was: less holidays and less basic than the employees at the top of the staff scale! I kid you not!

So the managers had to meet all their performance targets to end up taking home about 5%-10% more than the staff.

Needless to say not many employees at the top of the staff scale applied to become managers. I mean why would you? All the hassle and responsibility of being a manager and meet all your targets to get 5% more than the staff you are managing! Ridiculous!

The top management didn't see it that way, so what you ended up with is staff being promoted who were near the middle/bottom of the payscale who then managed people with more experience (and pay) than them.