I hate to be "that guy" but I want to point out that delegate pay should probably not be treated as a reward for "past" work (although that can help to establish the trust that you need to get "hired" initially). I think of your past work as your resume for getting the job. In order to be voted in you should publish a list of projects or features that you'd like to implement, budget, timeline, and key results. Then once you are voted in you should commit to regular status updates, milestones, metrics, open source development, and anything else you can do to give shareholders confidence that they are getting their money's worth.
Lastly I'll just say that this is one of the main pitfalls of the dilution proposal. Personally I think the threshold for ongoing performance evaluation and management is too high for the average stakeholder. We already have very low vote participation, and the only thing we're managing is block production. What will inevitably happen is that people will trust their votes to third parties who have the time and expertise to evaluate the performance of a given delegate. Those people then become yet another "layer" of separation from the stakeholders, which in turn potentially impacts security since we've conflated the rewards for block production and literally everything else the "company" does. /rant