The Reality Rule: Evolve Performance Management Implementation Over The Long-Term. Over the years, the debate about Performance Management effectiveness has echoed broader multi-year multi-stream migrations and cycles in macro-strategic priorities: shifting and...
The Role Model Rule: Make Performance Management a Strategic “A” List Priority. An obvious, though under-appreciated, reality of business and organization management is that the behavior and work methods of senior executive leadership pre-defines the behavior, work...
The Incentive Budgeting Rule: Back-Load Performance Incentive Budgets. Conventional wisdom says that performance incentive plans should include all workforce members, regardless of their longevity or experience. On the face of it, “all-inclusiveness” seems to make...
The Timing Rule: Make Performance Compensation Pay-outs as Soon as Possible After They’re Earned. Do you remember (without referencing your diary) in any explicit detail what you did and how you did it 180 days ago? 90 days? 30 days? That is the fundamental...
The Irrelevant Compensation Admonition: Performance Compensation Should Not Replace Inadequate Base Compensation. Not only should incentives (or other variable/performance compensation) not be a surrogate for leadership and management, neither should they attempt to...
The Absentee Leader Admonition: Performance Compensation and Rewards Should Not Be a Surrogate For Leadership. One of the biggest misconceptions business and organization leaders worldwide have regarding performance incentive/ recognition/ merit plans is summed up in...
