Alternative compensation models to kill rest n' vest culture
I'm curious if anyone out there has worked with or founded a company that had an alternative comp structure for equity and salary that discouraged rest n' vest culture?
IMHO, rest n' vest is a good problem to have and not a problem to be solved. It means the company retains institutional knowledge quite affordably. As long as the rest n' vest people are out of the way (ie not in leadership positions). It's better to think of Rest n' vest as corporate UBI because it's not as expensive as the alternatives.