Source
When this applies
when designing compensation or communication strategy around any proxy metric instead of underlying intrinsic performance
The takeaway
Compensation and communication should be anchored to controllable, verifiable fundamentals, not externally-set or manipulable proxy metrics.
Why it works
Tying bonuses and messaging to a metric that can be manipulated (stock price) rather than to things actually within operational control (revenue quality, cash flow) rewards people for pumping the metric rather than building real value.
One level up
Whatever you choose to measure and reward becomes the thing people will optimize for, regardless of whether it reflects real value.
Where it stops holding
This stops working as a critique when the proxy metric (like stock price) is genuinely hard to manipulate and closely tracks real value, such as in highly liquid, well-audited mature markets with strong external oversight.
Detail
rule: When you comp executives and incentivize their bonuses against the stock price rather than against things in the company's control, like its revenues, like its performance, it incentivizes everyone to do crazy things to pump the stock.
threshold: Any compensation plan where the primary message to employees/investors is a stock price target rather than operating guidance.
rationale: Ken Lay telling employees to put their 401k into Enron stock and predicting 2-3x gains, while simultaneously selling his own shares via disguised transactions, illustrates the misalignment.
In their words
And when you comp all these executives and incentivize their bonuses against the stock price rather than against, again, things in the company's control, like its revenues, like its performance, and you tie it all to stock performance, then it incentivizes everyone to do these crazy things of pump the stock so they get their bonuses.