Published surveys consistently rank compensation as one of the top five factors in overall job satisfaction. During tough economic times when budgets are at best tight and at worst being cut, it's increasingly difficult to provide staff with regular merit increases. So the question becomes how do employers continue to motivate employees and increase productivity while keeping a watchful eye on compensation expenses?
Written by industry experts, the
Best Practices in Compensation white paper provides ideas and in-depth commentary focused on how to use compensation to motivate and engage employees.
Topics include:
- Five Reasons to Perform Compensation Analytics. How performing a routine analysis of your compensation practices can pay big dividends for your company and give your company a strategic advantage and help support business goals.
- Using Compensation to Motivate and Make a Difference. Take a look at how a well-designed compensation strategy that connects rewards and performance can benefit both employers and employees.
Download our
Best Practices in Compensation white paper today! It's FREE; all you have to do is register.
Best Practices in Compensation
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Daily Q&A
Connecting Rewards to Performance
I am currently trying to revamp our organization's performance management process to a more formal one that is aligned with company strategy and goals. I am basically starting from scratch with job descriptions, new evaluations and performance measures. My question is, how do I get the executives to see the importance of the connection between rewards and performance? Currently, they do not want to commit to traditional merit increases that would be tied to the performance review, but would rather provide a cost-of-living increase and then provide a bonus at the end of the year. The issue is that when they did this last year, people were very disgruntled with the fact that they didn’t get raises and I was frustrated because the reward that was received wasn’t tied to any performance measurement—it was truly discretionary.
——I Hate Discretion, director of human resources, construction, Rockville, Maryland
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