BuzzerBeater Forums

I don't see a increase in slary's . Please bare with me here

When evaluating the value of a trainer, it's essential to consider performance-based metrics rather than solely relying on salary increases. By decoupling salary from performance, we can create a more nuanced system that rewards trainers for their actual contributions.

To illustrate this point, let's consider the analogy of buying a player. When acquiring a player, do you base your decision solely on their price, potential, or performance? In this case, we can separate these factors and evaluate the trainer's value based on their actual performance.

The current contract structure, which locks in a salary of 70k per week for 22 weeks, translates to 1.5 million per season. Over three seasons, this amounts to 4.5 million. However, if we consider the alternative approach of paying the auction price, which could be up to 3 million, plus the weekly salary of 70k, the total cost over three seasons would be approximately 13.5 million.

By opting for the contract structure, we can potentially save a significant amount of money. For instance, if we were to hire a level 7 trainer for 1.5 million over three seasons, we could save up to 12 million compared to the current system. This highlights the potential benefits of reevaluating our contract structure and exploring alternative approaches to compensating trainers.

But you wouldn't the costs of hiring staff would surge. Let's take your example which "saves" 12m over 3 seasons... I wouldn't bid 1.5M on that coach but 13m

My rebuttals

In the context of this training game, the primary objective is to optimize team performance through effective training strategies, rather than focusing solely on financial gains. By setting prices for trainers, we can establish a framework that promotes healthy competition and innovation in training methods.

The current price cap of 1.5 million for a level 7 trainer serves as a ceiling, preventing excessive spending and ensuring that managers prioritize training quality over financial outlays. This approach encourages managers to explore and introduce more effective training methods, rather than simply relying on deep pockets. No need to spend 13milion.

By prioritizing training excellence, we can create a market that rewards managers for their expertise and creativity in developing top-notch trainees.This, in turn, can lead to a more competitive and dynamic market, where managers are incentivized to invest in high-quality trainers that drive team success.

Ultimately, the goal is to strike a balance between financial prudence and training excellence, recognizing that the true value lies in the skills and expertise of the trainers& teainee, rather than the price tag attached to them.