Expert insights. Personalized for you.
Could it be that we are designing and communicating incentives for our highest performance all wrong? This study specifically looked at the impact of incentives on motor and neurological performance in high-pressure situations. MORE
Spice up your initial cafeteria offerings with the perfect blend of base, incentive, extrinsic, variable, flex, step, intrinsic, static and untrinsic elements. Freeze the pay of the remaining lowest 5% of performers and place it in a Frozen Fund. Office of Personnel Management. MORE
Editor's Note: With the ever present, media-fueled merry-go-round of subject matter experts out there, why haven't we yet solved our critical talent management and reward problems? All you need do is read a book, attend a webinar or buy their information-packed DVD. MORE
If your open enrollment is on autopilot by now, your to-do list is probably loaded with performance review implementation steps and soon to be bulging with budgeting, merit increase and incentive award activities. And the managers use them.) MORE
Is time wasting, as a product of poorly structured (and perhaps poorly incented) management undermining your reward program? 83% of the study''s respondents reported that their time is wasted by managers or colleagues with too much on their plate. MORE
Annual and long-term incentive plans are often not as well cared for. They just exist and perform as designed and we may not dig back into them more than every couple or three years. Other times we have been warned by managers or staff that a program is ineffective, or worse. MORE
The WorldatWork 2018 Total Rewards Conference and Exhibition is now in the history books. You can tell immediately that these two have “performed on stage” together in the past – many times, since there was a good chemistry between them. MORE
The new owner put a long-time employee in charge as manager and delegated duty. They may recommend some kind of an incentive plan to reward better behavior (it might not be a bad idea). They may even provide some thoughts on performance reviews, training, and accountability. MORE
In his article Evidence-Based Rewards Management in WorldatWork's Journal, Robert Greene talks about the importance of moving our profession to a more evidence-based approach. When was the last time you picked up a copy of Academy of Management Journal ? MORE
It turns out that incentive compensation doesn’t just work, it can work too well at motivating the wrong behaviors. Make sure you design your incentive plan to reduce the possibility and rewards for cheating. Incentive plans are difficult to get perfect. MORE
How do you address employees who aren’t performing? I joined 15Five’s Director of People Science, Courtney Bigony and Chief Culture Officer, Shane Metcalf, in a recent webinar where we addressed ratings and compensation as they relate to performance reviews. MORE
Remember that time you spent weeks modeling a new incentive plan only to have it shot down? Remember that other time you explained to your managers that they needed to have frequent conversations on the new pay for performance program? MORE
My time is booked out." Problem is, if there are so many managers and employees that need you urgently -- or programs with ugly loopholes -- it's a safe bet that things aren't really in order. . Base Salaries Incentives/Bonuses Pay for Performance Performance Management MORE
We were discussing incentive plans, and my friend asked what I thought was a pretty simple question: “How do you measure results?”. Your company’s compensation philosophy defines your high-level performance metrics. MORE
A friend of mine likes to say: “It’s not that incentive pay doesn’t work well, it’s that it works TOO well. 5,300 professionals and managers fired. Where was the team whose counter-incentive plan was based on finding and correcting fraudulent activity on the part of plan participants? MORE
First, I think we all want to be better and perform at our potential. He works as Managing Consultant for FutureSense. He has three metaphors for every occasion and is a leading expert on incentive plan and equity compensation issues. This post is about recognition. MORE
Performance management system failure most often comes down to a lack of clear purpose. However, a lack of alignment can also derail performance management systems. Is Performance Management Aligned? Managers are usually on the hot seat for failures. MORE
Often, Pay for Performance can be a similar experience. We have fought to get our programs understood and approved by the same management teams who requested them in the first place. We have trained managers to support these plans and coach their staff. MORE
Pay for performance continues to rise. However, the failure of pay for performance is rising almost as fast. Usually the drive for pay for performance comes from the top of the company. “We ACHIEVE This is what your CEO or other “boss-like figure” means by performance-based pay. MORE
The HR Daily Advisor research team conducted the 2016 Talent and Performance Management Survey in January, 2016. Talent and performance management are some of the most important and rigorous tasks any HR professional has to deal with. Managing Shortages. HR manager. MORE
When we make performance management purely rules-based the people who score best are often those who are the best at following the rules, not the best at building company value. Lately it seems like many companies are considering getting rid of performance review scores altogether. MORE
There is no rule book. He is a “Compensation Futurist” who works as Managing Consultant for FutureSense. Dan is also a leading expert on incentive plans and equity compensation issues. MORE
Editor's Note: More than a few of us number nerds populating the field of compensation have a Classic deficit in the soft skills required to constructively explore and understand the territory and circumstances surrounding employee and organizational performance. . MORE
What and who do our employees care the most about (without any prodding from management) -- and how often do we look at things that way in HR? Margaret O''Hanlon, CCP collaborated with Ann Bares and Dan Walter to bring the book into the world. "It used to be like a family around here." MORE
The 17 words listed align incredibly well with common incentive plan designs. A quick review of incentive pay basics. This is another situation where many people would be very disappointed if they didn’t “get their bonus.” MORE
And how efficiently can you identify the obstacles that your current reward programs -- base pay delivery, incentives, benefit plans and programs -- will toss into the path of the workforce transformation that must now happen? MORE
Many are performed because the supporting systems have not been set up to their full capabilities. Dan has written several industry resources including a recent Performance-Based Equity Compensation issue brief. Is everything you do necessary? MORE
Which means that disruptive change, innovations that move the field of play and introduce new compensation management solutions, might likely originate outside our profession. Editor's Note: Because innovation is messy and irritating, and because we like to ruffle feathers here at the Cafe. MORE
Comparing incentive plans to a pandemic response seems like a stretch, but great incentive plans are all about stretching. Stretching company performance. Every good incentive plan project starts with a simple question. MORE
The best companies will plan for a new world where mid-level managers are better (and paid accordingly). Training will change and performance management will adjust with it. There will be a rethinking of the concept of “long-term” incentive plans. MORE
Heck, if employees failed to meet their individual objectives as badly as compensation people seem to have fumbled the ball, they would get stern rebukes, critical performance reviews, remedial action plans and downgraded performance appraisal ratings. No bonuses, either! MORE
But this is how many companies view targets for their incentive plans. Too often, plans are designed this way because of a misunderstanding of incentive pay. The basic premise of pay for performance is this: targets and quotas are meant to require effort. MORE
A study by Willis Towers Watson found that only 20% of employers in North America actually believe merit pay is effective in driving high performance. Traditionally money was seen as the main incentive used to motivate employees. Higher productivity results in higher salaries and bonuses. How managers can use intrinsic motivators Douglas McGregor’s XY Theory was one of the first to make the distinction between the use of extrinsic vs intrinsic motivators. MORE
It's time to accept that your job has changed from gatekeeper (limiting access to pay knowledge until employees are "ready") to educator (describing the nuts and bolts of salaries and incentives). Have you measured your progress on pay transparency? It's definitely time to check. MORE
The WorldatWork 2018 Total Rewards Conference and Exhibition is now in the history books. Base Salaries Benefits & Perquisites Compensation Philosophy Incentives/Bonuses Pay for Performance Performance Management Total Rewards MORE
Today is a steaming jolt of quadruple espresso in response to the Wells Fargo incentive pay mess. If you have been under a log for a couple of weeks, please start by reading a couple of earlier Compensation Café Articles (my own When Incentive Pay Goes Rogue! MORE
For example, if merit grids are too complicated, pay compounding can be simply controlled by flat dollar increases for equal performance in same-grade jobs; merit increase percentages are applied to the midpoint rather than to the personal salary. MORE
Editor's Note: There are those who believe pay for performance is the answer to all problems - and those who see it as universally destructive. With that in mind, I give you Dan Walter and his evergreen insights on the top risks to performance pay. MORE
The Annual Performance Review is Dead! One of the main issues that HR leaders face when considering a progressive performance management program is how to revamp their employee compensation strategy. and Performance Management 2.0. (PM MORE
When the vast majority of companies have incentive programs that look very similar, but prospects that look far different, we must consider whether “market data” truly reflects our markets. Do your incentive plans promote the decisions, behaviors, and actions that truly define your success? MORE
At offices around the world hiring managers and HR Business Partners go through their days stunned but resolute. We calculate that these will return exactly 150% of the individual’s base pay over the next four years given optimal performance and no glitches in the matrix.”. MORE
15Five
SEPTEMBER 26, 2018
How do you address employees who aren’t performing? I joined 15Five’s Director of People Science, Courtney Bigony and Chief Culture Officer, Shane Metcalf, in a recent webinar where we addressed ratings and compensation as they relate to performance reviews.
15Five
AUGUST 28, 2018
The Annual Performance Review is Dead! One of the main issues that HR leaders face when considering a progressive performance management program is how to revamp their employee compensation strategy. and Performance Management 2.0. (PM
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Compensation Cafe
MAY 5, 2020
Comparing incentive plans to a pandemic response seems like a stretch, but great incentive plans are all about stretching. Stretching company performance. Every good incentive plan project starts with a simple question.
Compensation Cafe
JANUARY 3, 2019
It turns out that incentive compensation doesn’t just work, it can work too well at motivating the wrong behaviors. Make sure you design your incentive plan to reduce the possibility and rewards for cheating. Incentive plans are difficult to get perfect.
Compensation Cafe
SEPTEMBER 13, 2016
A friend of mine likes to say: “It’s not that incentive pay doesn’t work well, it’s that it works TOO well. 5,300 professionals and managers fired. Where was the team whose counter-incentive plan was based on finding and correcting fraudulent activity on the part of plan participants?
Compensation Cafe
JUNE 20, 2016
When we make performance management purely rules-based the people who score best are often those who are the best at following the rules, not the best at building company value. Lately it seems like many companies are considering getting rid of performance review scores altogether.
|
Compensation Cafe
FEBRUARY 5, 2019
Could it be that we are designing and communicating incentives for our highest performance all wrong? This study specifically looked at the impact of incentives on motor and neurological performance in high-pressure situations.
ATD Human Capital
MARCH 22, 2016
Performance management system failure most often comes down to a lack of clear purpose. However, a lack of alignment can also derail performance management systems. Is Performance Management Aligned? Managers are usually on the hot seat for failures.
Compensation Cafe
FEBRUARY 1, 2018
The 17 words listed align incredibly well with common incentive plan designs. A quick review of incentive pay basics. This is another situation where many people would be very disappointed if they didn’t “get their bonus.”
HR Daily Advisor
APRIL 4, 2016
The HR Daily Advisor research team conducted the 2016 Talent and Performance Management Survey in January, 2016. Talent and performance management are some of the most important and rigorous tasks any HR professional has to deal with. Managing Shortages. HR manager.
Compensation Cafe
MAY 21, 2020
When the vast majority of companies have incentive programs that look very similar, but prospects that look far different, we must consider whether “market data” truly reflects our markets. Do your incentive plans promote the decisions, behaviors, and actions that truly define your success?
|
Compensation Cafe
JUNE 11, 2020
There is no rule book. He is a “Compensation Futurist” who works as Managing Consultant for FutureSense. Dan is also a leading expert on incentive plans and equity compensation issues.
Compensation Cafe
APRIL 26, 2019
Editor's Note: More than a few of us number nerds populating the field of compensation have a Classic deficit in the soft skills required to constructively explore and understand the territory and circumstances surrounding employee and organizational performance. .
Compensation Cafe
OCTOBER 2, 2019
Annual and long-term incentive plans are often not as well cared for. They just exist and perform as designed and we may not dig back into them more than every couple or three years. Other times we have been warned by managers or staff that a program is ineffective, or worse.
Compensation Cafe
DECEMBER 4, 2019
Which means that disruptive change, innovations that move the field of play and introduce new compensation management solutions, might likely originate outside our profession. Editor's Note: Because innovation is messy and irritating, and because we like to ruffle feathers here at the Cafe.
Compensation Cafe
SEPTEMBER 5, 2019
At offices around the world hiring managers and HR Business Partners go through their days stunned but resolute. We calculate that these will return exactly 150% of the individual’s base pay over the next four years given optimal performance and no glitches in the matrix.”.
Compensation Cafe
NOVEMBER 27, 2019
First, I think we all want to be better and perform at our potential. He works as Managing Consultant for FutureSense. He has three metaphors for every occasion and is a leading expert on incentive plan and equity compensation issues. This post is about recognition.
Compensation Cafe
FEBRUARY 24, 2015
Often, Pay for Performance can be a similar experience. We have fought to get our programs understood and approved by the same management teams who requested them in the first place. We have trained managers to support these plans and coach their staff.
Compensation Cafe
APRIL 25, 2018
Editor's Note: There are those who believe pay for performance is the answer to all problems - and those who see it as universally destructive. With that in mind, I give you Dan Walter and his evergreen insights on the top risks to performance pay.
Compensation Cafe
APRIL 23, 2015
Pay for performance continues to rise. However, the failure of pay for performance is rising almost as fast. Usually the drive for pay for performance comes from the top of the company. “We ACHIEVE This is what your CEO or other “boss-like figure” means by performance-based pay.
Compensation Cafe
JANUARY 23, 2018
But this is how many companies view targets for their incentive plans. Too often, plans are designed this way because of a misunderstanding of incentive pay. The basic premise of pay for performance is this: targets and quotas are meant to require effort.
Compensation Cafe
JUNE 2, 2020
The best companies will plan for a new world where mid-level managers are better (and paid accordingly). Training will change and performance management will adjust with it. There will be a rethinking of the concept of “long-term” incentive plans.
Impraise
DECEMBER 12, 2016
A study by Willis Towers Watson found that only 20% of employers in North America actually believe merit pay is effective in driving high performance. Traditionally money was seen as the main incentive used to motivate employees. Higher productivity results in higher salaries and bonuses. How managers can use intrinsic motivators Douglas McGregor’s XY Theory was one of the first to make the distinction between the use of extrinsic vs intrinsic motivators.
Compensation Cafe
OCTOBER 6, 2016
Remember that time you spent weeks modeling a new incentive plan only to have it shot down? Remember that other time you explained to your managers that they needed to have frequent conversations on the new pay for performance program?
Compensation Cafe
SEPTEMBER 10, 2018
The new owner put a long-time employee in charge as manager and delegated duty. They may recommend some kind of an incentive plan to reward better behavior (it might not be a bad idea). They may even provide some thoughts on performance reviews, training, and accountability.
Compensation Cafe
DECEMBER 26, 2018
In his article Evidence-Based Rewards Management in WorldatWork's Journal, Robert Greene talks about the importance of moving our profession to a more evidence-based approach. When was the last time you picked up a copy of Academy of Management Journal ?
Compensation Cafe
APRIL 2, 2019
My time is booked out." Problem is, if there are so many managers and employees that need you urgently -- or programs with ugly loopholes -- it's a safe bet that things aren't really in order. . Base Salaries Incentives/Bonuses Pay for Performance Performance Management
Compensation Cafe
MAY 8, 2019
Editor's Note: With the ever present, media-fueled merry-go-round of subject matter experts out there, why haven't we yet solved our critical talent management and reward problems? All you need do is read a book, attend a webinar or buy their information-packed DVD.
Compensation Cafe
JUNE 6, 2018
The WorldatWork 2018 Total Rewards Conference and Exhibition is now in the history books. Base Salaries Benefits & Perquisites Compensation Philosophy Incentives/Bonuses Pay for Performance Performance Management Total Rewards
Compensation Cafe
OCTOBER 19, 2018
For example, if merit grids are too complicated, pay compounding can be simply controlled by flat dollar increases for equal performance in same-grade jobs; merit increase percentages are applied to the midpoint rather than to the personal salary.
Compensation Cafe
AUGUST 16, 2017
And how efficiently can you identify the obstacles that your current reward programs -- base pay delivery, incentives, benefit plans and programs -- will toss into the path of the workforce transformation that must now happen?
Compensation Cafe
JUNE 8, 2018
The WorldatWork 2018 Total Rewards Conference and Exhibition is now in the history books. You can tell immediately that these two have “performed on stage” together in the past – many times, since there was a good chemistry between them.
Compensation Cafe
OCTOBER 16, 2017
Many are performed because the supporting systems have not been set up to their full capabilities. Dan has written several industry resources including a recent Performance-Based Equity Compensation issue brief. Is everything you do necessary?
Compensation Cafe
DECEMBER 5, 2019
It's time to accept that your job has changed from gatekeeper (limiting access to pay knowledge until employees are "ready") to educator (describing the nuts and bolts of salaries and incentives). Have you measured your progress on pay transparency? It's definitely time to check.
Compensation Cafe
AUGUST 24, 2017
We were discussing incentive plans, and my friend asked what I thought was a pretty simple question: “How do you measure results?”. Your company’s compensation philosophy defines your high-level performance metrics.
Compensation Cafe
FEBRUARY 23, 2015
Heck, if employees failed to meet their individual objectives as badly as compensation people seem to have fumbled the ball, they would get stern rebukes, critical performance reviews, remedial action plans and downgraded performance appraisal ratings. No bonuses, either!
Compensation Cafe
NOVEMBER 7, 2016
If your open enrollment is on autopilot by now, your to-do list is probably loaded with performance review implementation steps and soon to be bulging with budgeting, merit increase and incentive award activities. And the managers use them.)
Compensation Cafe
AUGUST 1, 2017
Spice up your initial cafeteria offerings with the perfect blend of base, incentive, extrinsic, variable, flex, step, intrinsic, static and untrinsic elements. Freeze the pay of the remaining lowest 5% of performers and place it in a Frozen Fund. Office of Personnel Management.
Compensation Cafe
JANUARY 22, 2015
What and who do our employees care the most about (without any prodding from management) -- and how often do we look at things that way in HR? Margaret O''Hanlon, CCP collaborated with Ann Bares and Dan Walter to bring the book into the world. "It used to be like a family around here."
Compensation Cafe
FEBRUARY 13, 2015
Is time wasting, as a product of poorly structured (and perhaps poorly incented) management undermining your reward program? 83% of the study''s respondents reported that their time is wasted by managers or colleagues with too much on their plate.
52 
Let's personalize your content