Does your organization deliver pay for performance?
If you use salary increases as the central way to create such links, you may sometimes wonder whether the juice is worth the squeeze.
In many organizations, budgets for salary increases remain quite lean year by year. That means you have a fairly limited pool of dollars through which to recognize top performers.
And some argue the difference between what top performers receive versus average performers isn’t especially meaningful. This is a point of frustration in many organizations, because leaders know it is important to reward employees for their achievements and to show people their contributions are valued.
Fortunately, there are many ways to create links between performance and rewards beyond the traditional merit increase process. These include:
By developing a multi-faceted strategy for rewarding and recognizing your people, you can make pay for performance a vibrant reality in your organization.
Talk to us about creating stronger links between performance and rewards. Contact Us