How do you design a pay-for-performance goal system that inspires people to do amazing things?
I often find myself torn between two distinct approaches:
- Goals should be things that you need to accomplish to be successful in your job.
- Goals should be things that are above and beyond the normal duties of your job.
The first approach looks at bonus money as part of a total compensation plan. The focus is on doing things that make you great at your job.
The second approach looks at bonus money as something you earn for exceedingly great performance
Which of the two is the best approach? I don’t know, and I’d really like to hear your thoughts on it.
Yesterday, Fistful of Talent released the results of their fourth Talent Management Blog Power Ranking. Renegade HR placed seventh!
There are a lot of great blogs in the Top 25 (and in the honorable mentions), so be sure to head over and check out the full list. Special thanks to the Fistful team for doing this.
The Full List
Ashley Acker discusses the Results Only Work Environment (ROWE). (21:58)
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Direct mp3 download
Podcast Highlights
Ideas really happen any time and any place. They don’t just happen in a cubicle.
When we talk about culture, we’re really talking about building common ground so that people can identify with the company on a shared level. What does it mean to work here? What does it mean to be on this team and do this job?
I like to think of it in terms of a college environment. In college, you’re free to do virtually whatever you want. Your professor trusts that you’re going to act ethically. And if you do happen to act unethically there are consequences.
Keep reading…
Image by Kristen Thorpe
Worrying about social media is like a rocking chair. It will give you something to do, but it won’t get you anywhere. (Credit: Van Wilder)
There are a lot of things HR pros worry about when it comes to social media:
- What if someone discloses confidential information?
- What if someone says something bad about the organization?
- What if we lose productivity because people are wasting time on Facebook and Twitter?
- What if an employee threatens someone or says something offensive?
These are the same issues HR peeps deal with in the real world. The only things that’s changed is the space where they happen.
Do you have a strategy for dealing with these problems in the real world? If not, worrying about social media is a waste time. If you do, worrying about social media is still a waste of time – you already have a strategy in place.
Instead, focus your energy on using social media to help your organization thrive.
(Also, check out this awesome social media policy by Kris Dunn)
Today, I’m excited to feature a guest post by Eva Rykr of iOrgPsych.
To make an improvement, you must start with measuring what you have. To truly know the impact of a change, you must evaluate pre and post. But to make the best decisions, you must discover the seemingly unknowable. It’s not impossible, it just requires that you gather lots and lots of data. This is where analytics comes in.
Keep reading…
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