Work it in the compensation structure.
Show engineers how much costs influence the profitability and value of their stocks and directly reward initiatives that can lower costs through bonus or promotions.
Show engineers how much costs influence the profitability and value of their stocks and directly reward initiatives that can lower costs through bonus or promotions.
"But it's not the norm in our -regional- market"
I was expecting the downvotes.
Most people, it seems, seeing as, outside of a small part of the world, equity comp is uncommon.
There are a lot more folks who want to be NFL players than there are actual NFL players!
Are you saying everyone should receive stock options?
Or are you saying engineers are somehow special and should receive different treatment from other emloyees?
If you are ok with not having top talent, then sure, don't waste money with stock options.
Your advice boils down to "pay people more", which, I mean, might seem like it works in the individual case, but it's clear why most won't be able to follow it.
No stock comp sends a strong signal to top talent. And about the company in general.