Sweetgreen is rolling out a new pay and incentive plan for 2027.
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Sweetgreen just rolled out a new incentive and compensation plan for restaurant managers.
A higher base salary and new revenue-share bonus could push top performers above $200,000.
"As we approach 300 restaurants, we're betting big on our Head Coaches," CEO Jonathan Neman said.
Sweetgreen restaurant managers are about to see some more sweet green.
The salad bowl chain said Tuesday it is rolling out a new compensation and incentive plan for the new year that would raise annual pay for managers of high-performing locations to more than $200,000.
"This sets Sweetgreen up to be in the top tier of restaurants for total compensation for general managers," chief operating officer Jason Cochran told Business Insider. "Our ability to be able to attract, retain, and also inspire many of our internal team members to want to be head coaches — I think it's going to be meaningful for many years to come."
Managers need to have at least three years on the job to be eligible for the highest pay bands, and a new revenue-share bonus will directly reward leaders when their location beats it sales goals, the company said. Managers may also receive shares of Sweetgreen stock based on their performance.
Cochran said the typical tenure of restaurant managers ranges from three months to 10 years, and that store teams consist of about 25 to 50 employees.
"One of the shift leads was telling me they heard the news and how excited they were for their career at Sweetgreen," he said. "She's been with us six years."
The company also said the changes at the top are part of a larger push to improve talent retention and training within the chain.
"Great leaders build great teams, and great teams build a great business. As we approach 300 restaurants, we're betting big on our Head Coaches," co-founder and CEO Jonathan Nemen said in a statement. "The restaurant industry has always been one of the great engines of opportunity, and we want to make that real for thousands of people."
Greens say Labour has ‘no respect for young people’ amid reports chancellor will pause equalisation of minimum wage for under-21s with that paid to older workers
Jonathan Reynolds, the business secretary, has not contested reports saying that, in the budget tomorrow, John Healey, the chancellor, will pause the process of equalising the lower national minimum wage paid to people under the age of 21 with the more generous national living wage that applies to older workers.
In an interview on the BBC this morning, Reynolds was asked to respond to a story suggesting the equalisation process has been put on hold because of concerns about youth unemployment.
John Healey will announce plans to increase the minimum wage by nearly 4% but slow the rise for young people after warnings that they are being priced out of jobs.
The Times has been told that the national living wage, which applies to those aged 21 and over, is expected to rise from £12.71 to around £13.20 – an increase of 3.9%.
The manifesto pledge on equalisation still applies, but it was always clear it would happen over time and we would take into account, as the minimum wage uprating each year always does, the relative strength of the labour market and other pressures …
Of course, you want not just good wages, but good work. And the way this has always been done – it is a balance of making sure the pressures on the labour market are taken into account. That is the approach you will see confirmed [in the budget].
Anyone doing a day’s work, needs to be paid the same rate for the same job. A young person’s rent and food bill is no less because they are young, so they need to receive the same wage.
Healey and Burnham are now breaking a manifesto pledge to young people that even Starmer managed to keep. Labour have no respect for young people, who appear to just be there for cheap labour for the wealthy and their corporate donors.
[It] wouldn’t be my cup of tea, but I wouldn’t ban anybody from doing so … I don’t want us to get into a world of cancel culture.
I’m not going to have run a party where we say you can’t talk about that person or that person. We have to be sensible about vetting. And we are.
Software engineers in the Bay Area still earn far more than their peers almost anywhere else in the US, even after accounting for the region's eye-watering cost of living.
Recent data from Levels.fyi found total compensation is 77% above an employment-weighted national median. Adjusting for local prices narrows the gap, but Bay Area engineers still come out 53% ahead.
The analysis used federal employment counts to help account for where software engineers work, rather than relying solely on where people submit their pay to Levels.fyi.
Seattle also remains well above average after the adjustment, while cities such as Boston and Washington, DC, lose most of their advantage once living costs are factored in.
The chart below shows the pay differences before adjusting for local prices.
One important caveat: The cost-of-living comparison does not account for differences in state and local taxes.
These numbers are also based on submissions to Levels.fyi, so they could over-index toward areas where people like to brag about their pay, wherever that is!
Christophe Fouquet, the CEO of Dutch tech firm ASML, said last week that the company will incorporate employee satisfaction into its compensation strategy for top executives in an effort to quell discontent over a major reorganization, per a memo to employees obtained exclusively by Business Insider.
Fouquet was responding to the results of an annual survey that polled more than 38,000 of ASML's roughly 44,000 employees.
The survey results, seen by Business Insider, show that ASML's employee engagement index — a measure of worker satisfaction — fell from 78% last year to 73.5% this year.
In the memo, Fouquet said that the declining employee engagement scores "reflect a period of significant change" and acknowledged that it had been a "disruptive and emotional year" for the company.
He added that ASML's executive team had highlighted six questions in the survey and combined them into a new Workplace Experience Index, which would be incorporated into the company's Long-Term Incentive plan for executive compensation.
"In the coming years, it will directly influence the remuneration of senior leaders, including the Board of Management," Fouquet wrote, adding that strengthening the company's culture and reinforcing its values would be a personal priority in the coming year.
ASML's lithography machines are a critical part of the semiconductor supply chain.
Bloomberg/Getty Images
The six questions include whether employees feel they can share their opinions without fear of retaliation and if they have confidence in ASML's senior leadership team.
Employees will also be polled on whether they have a clear understanding of their role, whether they think their teams are operating efficiently and are well organized, and whether they feel their direct manager shows they care about them as an individual.
"We recognize the role that leaders play in creating a good workplace, and we now strengthen our commitment by including the workplace experience index in the remuneration of senior leadership, including our Board of Management," an ASML spokesperson told Business Insider.
It comes as ASML, the only firm on the planet capable of building the advanced EUV lithography machines critical for chipmakers like TSMC and Intel, attempts to slash bureaucracy with a sweeping org chart reorganization.
ASML announced in January that it could cut 1,700 jobs to reduce management layers and focus on engineering. Leaked documents previously reported by Business Insider show that these ongoing efforts have focused on reducing the number of managers at the company. The company later said it expected to cut fewer jobs than initially planned.
The ASML spokesperson said that its organizational changes were "necessary to strengthen ASML's ability to innovate" for its customers, but it also recognized they were "disruptive" for staff.
Going against tech's 'hardcore' trend
Major companies tying executive pay to employee satisfaction is uncommon, but not unheard of.
Companies like IBM and Aviva have previously included employee engagement in their compensation targets for top executives.
ASML's decision, however, runs counter to the cultural winds of Big Tech, which have seen some companies embark on relentless layoffs and push employees to work longer hours as part of a "hardcore" working shift.
Meta was an early, prominent leader of this push, with a series of layoffs that began in 2023 during Mark Zuckerberg's "year of efficiency" and, last year, cutting "low performers." CTO Andrew Bosworth at one point suggested that employees who disagreed with the company's direction should "consider working elsewhere."
Executives have since acknowledged internally that Meta went too far with its efficiency push, with Bosworth telling workers that morale at the company was almost the worst it has ever been.
Fouquet's memo to employees came days before ASML raised its 2026 sales forecast and pledged to accelerate production of its unique lithography machines as the AI boom fuels surging demand.
The company's machines are vital for producing the advanced semiconductors used to train and run AI models, and the rapid buildout of AI data centers has pushed ASML's shares up 45% this year.
One major prospective customer for the Dutch firm is Elon Musk, who is racing to build a massive semiconductor factory dubbed "Terafab" in Texas. Business Insider previously reported that Musk gave a virtual presentation to a private ASML employee conference in June to pitch Terafab, which is a joint project by Tesla and SpaceX.
Editor's note: October 23, 2026 — This story was updated to include a statement from ASML.
British tourists on the island on Kefalonia showed their gratitude and paid for water bottles for the firefighters battling the big blaze on the island in the Ionian Sea over the weekend. Local media kefaloniapress.gr reported about the spontaneous “Thank you!” incident that apparently occurred on Sunday, August 2. The post published today, Tuesday, August […]
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