Performance and Pay

performance-and-pay

Whatever the relationship between pay and performance in a given organisation, communication is the key. If the link between the two is clearly understood and incentive schemes are seen to reward on a fair and transparent basis, then things generally work well for all concerned. As well as ensuring that schemes are equable, clear and properly communicated right throughout the business, training managers and leaders is vital. One major professional services firm completely revised their Performance Management Process in order to be able to link reward properly to performance against role requirements, objectives and behaviours. A complete set of Performance Guides covering every level and area of the organisation was created. The guides, complete with all the process documentation, then formed the training materials for roll-out workshops delivered to everyone with responsibility for assessing performance across Europe and the Asia Pacific region. Within two years from their first adoption of a behavioural framework, the organisation was able to link pay to performance in a clearly understood and motivational way. The training programme that supported the design, publication and communication of the new process, was fundamental to this success.

 

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