Editor's Note: Honing your BS meter with a sound understanding of statistics has never been more important, as Stephanie Thomas notes in this Classic post. My Cafe Colleague Ann Bares wrote a post at Compensation Force entitled "Stats Literacy: A Survival Skill for the Age of... Read More
Compensation Café"Serving up straight talk, original thinking and caffeinated discussion on everything compensation"
This time of year, we give managers a range of communication tools to help with pay and performance management discussions. An often overlooked topic is how to talk with an employee who is requesting a promotion. There's a lot at stake when employees ask about promotions. The experience makes... Read More
Editor's Note: Herzberg's theory of motivation, often referred to as the two-factor theory, holds that pay is a "hygiene factor," necessary to avoid dissatisfaction but not something that by itself will provide satisfaction. In today's Classic, Jim Brennan provides a... Read More
The above may seem like an odd question, but in my experience, there are some organizations who seem comfortable in “passing the buck” to consultants and commercial compensation surveys to make their reward decisions for them. As a consultant myself I’ve worked with organizations who... Read More
Editor's Note: What does the CEO want from you? Get out of your head and try getting into theirs. Do your homework. Dan Walter gives us the Classic low-down for making a good - perhaps even a GREAT - impression. Let’s get the obvious out of the way. Yes, CEOs want to make sure they... Read More
Compensation Force"Practical news, information, tips and musings about employee performance and compensation"
I met recently with the leaders of a regional manufacturer's association to discuss what is on the minds of their members these days. Two things: hiring and salary compression. What does the phrase "salary compression" mean, what causes it to happen and what's to be done about... Read More
You've witnessed this yourself, I expect, dear reader. There is no keener disappointment, it often seems, than when managers discover they can no longer rely on a compensation program to manage their people for them. Try taking away an incentive plan, however ineffective or dysfunctional,... Read More
To be clear, I'm talking about pay plan mechanics and in particular about the kind of cliff that plays an unfortunate starring role in many pay programs. Specifically, the incentive plan with the all-or-none (or nearly so) singular award hurdle, often set against prior year performance, that... Read More
Providing employees with specific information on their productivity is one no-to-low-cost way to drive improvements in their performance. A recent Harvard Business Review Daily Stat (To Boost Workers' Productivity, Tell Them How They Rank) reminds us of this reality, via the story of a... Read More
To be clear, I'm talking about the kind of cliff that plays an unfortunate starring role in many reward programs; the incentive plan with the all-or-none (or nearly so) singular award hurdle, very often set against prior year performance. The one that can essentially shut down any hope of... Read More