People Management Systems
Pay For Performance Systems
Over 80 percent of U.S. employers have pay for performance systems with annual employee evaluations. The current trend is to disconnect managing employee performance from the appraisal and employee pay component - many companies try, but few are successful.
Most Micro business and several small companies evaluate everyone at the same time, either at calendar or fiscal year end. When the CEO knows what everyone is doing and how well they do it, the practice works just fine. However at some point it becomes counterproductive.
There can be a myriad of reasons for the systemic breakdown. Some of the symptoms that indicate that its time for a more formal pay for performance system are:
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When you begin to wonder if the money spent in employee pay increases have had a positive impact on employee performance. |
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When you notice that longer service and higher paid employees gravitate to easier or less productive tasks. |
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When you have to hire from the outside at a higher rate than you're paying your existing workforce with similar skills. |
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When ISO certification or job descriptions become an issue. |
We invite you to explore with us the benefits of creative compensation as a vital business tool, and to discover the ease with which a professional and effective program can be designed, implemented and managed. If you suspect that your wage and salary structure isn't supporting the business - we can be of service.
Having the right people, in the right job, at the right time, is an essential to being competitive. We've designed, per diem, gain sharing, zero sum, broad band, skill based, commission and a number of other performance pay systems in a wide range of industries.
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