Is this a good long-term yearly salary review policy? I prefer raises over bonuses because bonuses are quickly forgotten and a raise is a recurring reminder to do a good job.pic.twitter.com/Gl1jpPL3lS
-
These guys found that tying to company performance resulted in lower overall satisfaction versus mostly personal performance:https://hbr.org/2017/03/research-how-incentive-pay-affects-employee-engagement-satisfaction-and-trust …
Cool, thanks. If I’m not mistaken, authors looked at company performance rewards vs individual. I’m suggesting a hybrid. They also only interviewed managers. Typically people who reach that level are more qualified on average and thusly favor individualistic reward systems.
-
-
Makes sense. Most of my orgs settled on 60/40 or 70/30 company/personal goals bonus schemes. Despite this study, it seems to work well! Good luck.
-
Thanks, I will need it. It really needs to be done on a case by case, year by year basis. Best not to say "we will always do 70/30" because if you're running out of cash, you need to do what you need to do. That said, fascinating that you've seen higher company work best.
- 10 more replies
New conversation -
Loading seems to be taking a while.
Twitter may be over capacity or experiencing a momentary hiccup. Try again or visit Twitter Status for more information.