For the fourth quarter of FY24, an Indian multinational corporation that provides information technology, consultant, and business process services, Wipro paid its employees an average variable pay exceeding 85%.
The determination of this variable payout hinges on three key performance indicators: the company’s quarterly revenue, gross margin, and the total contract value.
This structure ensures that employees are rewarded in line with the company’s overall performance. Comparatively, the average variable payouts in the first and second quarters of FY24 were 80% and 81%, respectively.
These figures highlight a consistent approach to employee compensation, closely tied to Wipro’s financial health and achievements each quarter.
By linking pay to specific financial metrics, Wipro aims to incentivize performance that aligns with its business goals, fostering a performance-driven organizational culture.
Earlier in May, Infosys rolled out variable payouts for the March quarter, notifying eligible employees individually. The company has provided average payouts of 70%, 65%, and 57% for senior managers and below, specifically those at job levels 4, 5, and 6, respectively.
On the other end in April, Tata Consultancy Services (TCS) said it requires 60% office attendance for variable pay. As per the new policy update, it indicated that employees falling below 60% attendance may not qualify for bonuses.
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The new policy designates 50% variable pay for those maintaining attendance between 60% and 75% for the quarter. The employees attending 75-85% of the time will receive 75% variable pay, while those with attendance exceeding 85% will receive their full variable pay.
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