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How to Get Insane Deals on Cruises

I love San Francisco so much that every time I return here from a trip, I resolve to stay for a while and enjoy the city. That never happens. Next week I'm going to Tahoe, then Vegas the following weekend, and then to Austin for SXSW the week after that. Cabo or Hawaii follows in early March, but in late April comes the most exciting upcoming trip: a sixteen day cruise to Rome.

Cruises are full of old people. As best I can tell, that's because young people haven't figured out how awesome and cheap they can be. In fact, I can easily say that of all the travel I've done, cruises probably represent the best bang for the buck.

Before I tell you how to get them cheap, let me tell you why cruises, especially long duration one-way cruises are amazing.

One of my favorite aspects of cruises is that they can take you to places you may not otherwise visit. For example, the cruise my friends and I are taking stops in the Azores, Seville (Spain), Valencia (Spain), Barcelona, Monte Carlo, and Rome. Without cruising, I probably would never make it to the Azores, and those southern Spanish cities are unlikely as well. They're just too remote and too expensive to come up at the top of my list when choosing a trip.

Thoughts on Employee Compensation

On DROdio

I have a very specific way I compensate employees, which I'd like to share. I've found that this method does a great job of aligning an employee's interests with the company's, which is a "nirvana" of sorts considering how misaligned an employees interests can often be with a company's.

I'm going to give you an example based on hourly pay, but this can just as easily be applied to annual salaries.

So let's say that I'm interviewing someone who wants to make $20/hour (roughly equivalent to $40,000/year).

First, I'll explain to them that one of my main goals is to align their interests with the interests of the company, and to do that I have a somewhat unconventional way of compensating employees.

Then, I ask them to tell me what percentage of their compensation they're willing to make "performance based." (Don't call it a "bonus" because it's not - this is different.) Let's say that a potential employee is willing to make $5/hr performance based, and wants the other $15/hr to be fixed (obviously the more an employee is willing to make performance based, the better it is for the company, and ultimately, the employee).

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