Expert insights. Personalized for you.
Here are three tips you can use any time during the year, but most of all during merit increase and incentive award periods. A champion is someone who will guide and influence the progress of your communications, especially with senior management and department heads. MORE
You know, just like if you have a new compensation change or improvement, why don't employees and managers just buy it and applaud your innovation? They have to introduce new insurance and wellness products regularly. Marketing? MORE
Face it, those auto-messages provided by compensation and performance management administration systems don't qualify as communications, so don't even try to count them in. This year, make managers your primary communication audience. Figure out all of the ways that you can support them in pay and performance decision-making and give them first shot at your budget. but wouldn't that be solved by having a manager that can give expert answers on his/her own? MORE
She has already surpassed the quota demanded last year.” Performance output objectives valid in prior periods are irrelevant going forward. I thought I was supposed to switch my functional assignment and move into the management progression ladder this month.” S tuff changes. MORE
If this culture is to remain intact – in the form of pay-for-performance, for example – how will salary and career development decisions be taken if ratings are no longer used? Company performance based concepts – just a partial solution. MORE
Well, for those of you who don''t buy the "soft stuff," it''s time to pay attention. Yes, how you communicate continues to have real influence on engagement and performance. She brings deep expertise in compensation, career development and communications to the dialog at the Café. 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
If you are going to make sure your compensation and performance management programs are procedurally fair , you've got research, analysis and strategy development to complete. It's time to have a modular communications plan that can be customized to a manager's needs. MORE
This "war story" is the one about the Compensation Director who hired a firm to develop a new compensation program. But if it isn't enough to give executives a tight, well-crafted plan, how and when do you communicate with the executive team? MORE
Base pay $750,000; bonus $100,000; non taxable pay $10,198. Size of endowment and development responsibilities would have also helped -- especially the trends during her tenure. With the very best intentions, we often assume that the size of a merit increase or bonus speaks for itself. MORE
They are easy to implement and guaranteed to help you build your employees' confidence on a daily basis, as well as your own. Margaret O'Hanlon, CCP brings deep expertise to discussions on employee pay, performance management, career development and communications at the Café. MORE
Trust is in short supply because of, well, everything and things don't seem to be getting any less difficult as time goes by. Career development. Performance review. Incentives. manager's briefings. manager's tools. MORE
What happens when you disappear raises, slim down bonuses, freeze salaries and/or jack up benefit costs? Career development no longer has to share the total rewards spotlight, and it becomes the go-to form of employee recognition. Career development has a language of its own. MORE
88% of participants have increased the number and frequency of communications from senior leadership, including topics like business continuity -- with 77% using video and web conferencing as well as email, and 33% using texting, among many communication channels. MORE
To make them fun while I count the days until my time off, I thought I would write a series about our upcoming main event -- planning for end of year performance assessment and reward implementation. Do) Y ou care about managers as people? Well, let's see. MORE
You may have already completed performance appraisal discussions, but performance should certainly be part of the discussion when 2014 increases and bonuses are covered with employees. Give your managers discussion outlines to use in these meetings. MORE
When it's time to link salary increases to performance ratings, the famous "peanut butter" syndrome comes to mind. You know, the one where you give managers a merit budget to allocate. These are often the same managers who are paying employees more than range maximum. MORE
I recently ran into a study on effective performance management practices that I want to share with you. Not because it says anything really new, but because it does a great job on focus and insight, attributes we can all use when it comes to performance management. MORE
Market tested your incentive rates? You're thrilled that you just finished a great big project that will make employees and managers happy. Instead, it IS time to raise consciousness by providing an overview (one that managers can appreciate, as well). MORE
In today's Classic, Margaret O'Hanlon digs into our beliefs about what we can and cannot trust our managers to handle on their own, using the example of a particular company that does things differently. Managers are, frankly, too self serving to be trusted. MORE
Bonuses are paid, last year's results are old news and grand plans for this year have been signed, sealed and delivered. Run your bonus plan(s)through the washer periodically. Wouldn't it be great to share your key dates for performance management, salary discussions etc. MORE
Pay for performance is a form of change management if we do it right. When your company''s strategy shifts each year, employees'' objectives and decision-making should shift, too, as well as what it takes to earn rewards. MORE
Money spent on fringe benefits, recognition systems, career development programs and the like will provide the maximum return on the investment only when employees are not actively dissatisfied with their incomes. MORE
At the same time, mid-career hires are tricky. Let's face it, the job switch is a life event for most of your candidates, involving substantial change and readjustment as well as career promise. Development. Incentives. Mid-career hires take this to the next level. MORE
Margaret O'Hanlon brings science to bear on this Classic challenge and explains why this ultimately may not serve the organization, its mission or its people well. Base Salaries Compensation Philosophy Incentives/Bonuses Nonprofit Compensation Small Company Compensation MORE
Plus, we'll need to understand their feelings as well as their decision-making needs for what's coming. Then you decide to give it up, because the doctor's got you on meds that don't work well with alcohol. No pay increases--that is the reality that many of us are facing this year. MORE
Managing team collaboration in the workplace is a real challenge that every organization faces. If you are also one of the business owners facing difficulties in ensuring a good team performance and improving that with time, this article is just for you. MORE
This is a big loss to our work, our managers and our employees. How well do managers play their role? How well do you orient managers? Do all executives (and most managers) agree with the approach you use? How do you explain your bonus awards? MORE
Pay-for-performance: "I am satisfied with how pay raises are determined.". For example, it will just frustrate employees if you include the question, "I am well informed as to how my job fits into our company's business strategy" with no plans of improving that dimension of communication. MORE
Over the years, Compensation Cafe writers have pointed out that a lot of money is spent wastefully in compensation on the premise that the pay-for-performance concept simply and automatically drives employee performance. MORE
concepts like performance appraisal practices, bonus allocation, merit increase awards, high potential selection and, well, most of the things that we spend our time on. Performance management is the first thing that comes to mind. MORE
You may want to consider sharing a version of this "how to" list with your managers. The opportunity for work/life balance and sense of personal well being that is an improvement over what she/he has now. Everyone was impressed with the prospective employee. MORE
Top performer. Managers are adding up the increases for those who go by these titles because, ever since the recession, you need to show up for work wearing a Marvel costume to be eligible for anything beyond a negligible salary bump. MORE
This includes employee surveys, since they help us understand how well employees are able to shift their attention away from job concerns and to customer care. Commitment that, in top performing companies, means the customer comes first. MORE
For instance, I had a client who was the founding HR manager of a new food processing business. When it came time to develop a strategy for the function, her first step was to send an Associate level staff member to talk with employees. MORE
Employees shoulder the burden of pay for performance, hating the carrot and stick. There is an extreme mismatch between what our employees really want and our efforts at motivating them (through feedback, merit increases and incentives). . MORE
Bonuses and Incentives Career Development Performance Management Wellness Compensation Cafe
JUNE 16, 2020
What happens when you disappear raises, slim down bonuses, freeze salaries and/or jack up benefit costs? Career development no longer has to share the total rewards spotlight, and it becomes the go-to form of employee recognition. Career development has a language of its own.
Compensation Cafe
JULY 19, 2019
I recently ran into a study on effective performance management practices that I want to share with you. Not because it says anything really new, but because it does a great job on focus and insight, attributes we can all use when it comes to performance management.
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SuccessFactors
JANUARY 23, 2017
If this culture is to remain intact – in the form of pay-for-performance, for example – how will salary and career development decisions be taken if ratings are no longer used? Company performance based concepts – just a partial solution.
Compensation Cafe
MAY 22, 2020
concepts like performance appraisal practices, bonus allocation, merit increase awards, high potential selection and, well, most of the things that we spend our time on. Performance management is the first thing that comes to mind.
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
JUNE 4, 2020
Plus, we'll need to understand their feelings as well as their decision-making needs for what's coming. Then you decide to give it up, because the doctor's got you on meds that don't work well with alcohol. No pay increases--that is the reality that many of us are facing this year.
|
Compensation Cafe
APRIL 8, 2019
Bonuses are paid, last year's results are old news and grand plans for this year have been signed, sealed and delivered. Run your bonus plan(s)through the washer periodically. Wouldn't it be great to share your key dates for performance management, salary discussions etc.
Compensation Cafe
JULY 10, 2017
Base pay $750,000; bonus $100,000; non taxable pay $10,198. Size of endowment and development responsibilities would have also helped -- especially the trends during her tenure. With the very best intentions, we often assume that the size of a merit increase or bonus speaks for itself.
Compensation Cafe
JULY 30, 2019
If you are going to make sure your compensation and performance management programs are procedurally fair , you've got research, analysis and strategy development to complete. It's time to have a modular communications plan that can be customized to a manager's needs.
Compensation Cafe
APRIL 25, 2019
At the same time, mid-career hires are tricky. Let's face it, the job switch is a life event for most of your candidates, involving substantial change and readjustment as well as career promise. Development. Incentives. Mid-career hires take this to the next level.
Compensation Cafe
NOVEMBER 28, 2018
When it's time to link salary increases to performance ratings, the famous "peanut butter" syndrome comes to mind. You know, the one where you give managers a merit budget to allocate. These are often the same managers who are paying employees more than range maximum.
|
Compensation Cafe
JUNE 17, 2019
Face it, those auto-messages provided by compensation and performance management administration systems don't qualify as communications, so don't even try to count them in. This year, make managers your primary communication audience. Figure out all of the ways that you can support them in pay and performance decision-making and give them first shot at your budget. but wouldn't that be solved by having a manager that can give expert answers on his/her own?
Compensation Cafe
APRIL 9, 2018
You know, just like if you have a new compensation change or improvement, why don't employees and managers just buy it and applaud your innovation? They have to introduce new insurance and wellness products regularly. Marketing?
Compensation Cafe
APRIL 28, 2020
88% of participants have increased the number and frequency of communications from senior leadership, including topics like business continuity -- with 77% using video and web conferencing as well as email, and 33% using texting, among many communication channels.
Compensation Cafe
APRIL 16, 2020
Trust is in short supply because of, well, everything and things don't seem to be getting any less difficult as time goes by. Career development. Performance review. Incentives. manager's briefings. manager's tools.
Compensation Cafe
AUGUST 7, 2017
To make them fun while I count the days until my time off, I thought I would write a series about our upcoming main event -- planning for end of year performance assessment and reward implementation. Do) Y ou care about managers as people? Well, let's see.
Compensation Cafe
APRIL 22, 2020
This includes employee surveys, since they help us understand how well employees are able to shift their attention away from job concerns and to customer care. Commitment that, in top performing companies, means the customer comes first.
Compensation Cafe
OCTOBER 24, 2019
Here are three tips you can use any time during the year, but most of all during merit increase and incentive award periods. A champion is someone who will guide and influence the progress of your communications, especially with senior management and department heads.
Compensation Cafe
SEPTEMBER 6, 2016
She has already surpassed the quota demanded last year.” Performance output objectives valid in prior periods are irrelevant going forward. I thought I was supposed to switch my functional assignment and move into the management progression ladder this month.” S tuff changes.
Compensation Cafe
SEPTEMBER 18, 2019
This "war story" is the one about the Compensation Director who hired a firm to develop a new compensation program. But if it isn't enough to give executives a tight, well-crafted plan, how and when do you communicate with the executive team?
Compensation Cafe
FEBRUARY 11, 2020
This is a big loss to our work, our managers and our employees. How well do managers play their role? How well do you orient managers? Do all executives (and most managers) agree with the approach you use? How do you explain your bonus awards?
Compensation Cafe
DECEMBER 17, 2019
Pay-for-performance: "I am satisfied with how pay raises are determined.". For example, it will just frustrate employees if you include the question, "I am well informed as to how my job fits into our company's business strategy" with no plans of improving that dimension of communication.
Compensation Cafe
OCTOBER 12, 2015
Money spent on fringe benefits, recognition systems, career development programs and the like will provide the maximum return on the investment only when employees are not actively dissatisfied with their incomes.
Compensation Cafe
NOVEMBER 26, 2019
Top performer. Managers are adding up the increases for those who go by these titles because, ever since the recession, you need to show up for work wearing a Marvel costume to be eligible for anything beyond a negligible salary bump.
Compensation Cafe
FEBRUARY 20, 2015
Well, for those of you who don''t buy the "soft stuff," it''s time to pay attention. Yes, how you communicate continues to have real influence on engagement and performance. She brings deep expertise in compensation, career development and communications to the dialog at the Café.
Compensation Cafe
DECEMBER 10, 2014
You may have already completed performance appraisal discussions, but performance should certainly be part of the discussion when 2014 increases and bonuses are covered with employees. Give your managers discussion outlines to use in these meetings.
Compensation Cafe
JULY 22, 2019
Margaret O'Hanlon brings science to bear on this Classic challenge and explains why this ultimately may not serve the organization, its mission or its people well. Base Salaries Compensation Philosophy Incentives/Bonuses Nonprofit Compensation Small Company Compensation
Compensation Cafe
MARCH 23, 2015
Pay for performance is a form of change management if we do it right. When your company''s strategy shifts each year, employees'' objectives and decision-making should shift, too, as well as what it takes to earn rewards.
Compensation Cafe
MAY 3, 2019
Employees shoulder the burden of pay for performance, hating the carrot and stick. There is an extreme mismatch between what our employees really want and our efforts at motivating them (through feedback, merit increases and incentives). .
Compensation Cafe
MARCH 5, 2019
Market tested your incentive rates? You're thrilled that you just finished a great big project that will make employees and managers happy. Instead, it IS time to raise consciousness by providing an overview (one that managers can appreciate, as well).
Compensation Cafe
MAY 25, 2018
In today's Classic, Margaret O'Hanlon digs into our beliefs about what we can and cannot trust our managers to handle on their own, using the example of a particular company that does things differently. Managers are, frankly, too self serving to be trusted.
Compensation Cafe
DECEMBER 18, 2018
For instance, I had a client who was the founding HR manager of a new food processing business. When it came time to develop a strategy for the function, her first step was to send an Associate level staff member to talk with employees.
Compensation Cafe
MARCH 8, 2018
They are easy to implement and guaranteed to help you build your employees' confidence on a daily basis, as well as your own. Margaret O'Hanlon, CCP brings deep expertise to discussions on employee pay, performance management, career development and communications at the Café.
Compensation Cafe
MARCH 8, 2017
You may want to consider sharing a version of this "how to" list with your managers. The opportunity for work/life balance and sense of personal well being that is an improvement over what she/he has now. Everyone was impressed with the prospective employee.
Compensation Cafe
JUNE 14, 2017
Over the years, Compensation Cafe writers have pointed out that a lot of money is spent wastefully in compensation on the premise that the pay-for-performance concept simply and automatically drives employee performance.
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