The basic ideology of linking the compensation plan to KPI is a simple paradigm. However, the implementation causes newer network issues. This creates more issues than solution if it is not implemented properly. The bonus does not stimulate the employee to develop results when considered from a long-term perspective. Hence, only linking money as a motivation would not work in the long term. The better approach is to derive the compensation of the employees based on their achievement on the strategic objectives. From technical perspectives, the compensation plan is often linked to business objective. Owing to this, the employees are made a part of the company (Hillier, Comfort, and Jones, 2017). They are not merely compensated with financial bonuses; rather they initiate the employees to be a part of the strategic objectives. These achievements of targets must enable the employee opportunities for advancement. Many of the employees are motivated by the opportunities for individual growth. Sometimes, giving the employees more remuneration and growth leads to success.