A Canadian employee, after two years of hard work, received a promotion in 2024 with a 20% salary increase. Despite exceeding expectations, the year-end bonus was only $3,000 more than the average performer’s in the same team. This has led to dissatisfaction with the current compensation structure. The employee plans to seek new opportunities in the US in 2025. Meanwhile, they are exploring ways to “quiet quit” and communicate professionally that the current incentives do not motivate high performance. The employee finds it challenging to lower their performance intentionally and feels guilty about it.
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