Performance Improvement & Reward Solutions
The largest financially detrimental conflict within many enterprises is that which exists between their reward systems, enterprise objectives, and performance/outcomes improvement systems. With our innovative and custom-designed performance improvement, base pay and incentive compensation systems, our clients align their employee and executive efforts behind enterprise strategic intent and required outcomes. We design and help you to deploy performance enhancement and reward strategies that directly drive business growth, revenue and profitability improvement, variable expense control, and shareholder/owner value.
A significant compensation system risk is what we refer to as “stranded compensation”…when individuals or entire departments are paid more than what their true economic value is to the organization and its customers. It is much like paying too much for a piece of machinery…some of the money spent on the machinery could have more wisely been spent elsewhere with a greater Return On Investment.
Many performance feedback and improvement processes now in use have contributed dramatically to stranded compensation largely because of their subjective design and because they are single dimensional, from supervisor to subordinate. An even greater risk to your organization is presented when a complex competency-based performance management system is utilized without direct correlation to enterprise objectives and results. To the contrary, what must be measured and continuously improved upon is each person’s and team’s direct contributions to business outcomes.
Our systems are designed to reward executives and employees when their behaviors and contributions directly support and create what the organization is attempting to accomplish to the benefit of customers and shareholders…as well as employees.
We develop innovative performance management and reward systems that support all organizational intentions while maximizing behavioral and financial returns, usually with client financial results improvements commencing within 4 months.
A substantial portion of our work is devoted to assuring clients that they are rewarding employees and executives at optimal market competitive levels determined by client key executives based upon strategic and financial performance objectives. We are the U S market leader in this compensation subject due largely to the fact that we do not utilize anecdotal or hyperbolic compensation information that is not attributed and reliable. “Pay Politics” and “Remuneration Rumors” are damaging and should be avoided because they tend to be false in relation to actual market pay practices. Instead, we utilize only the most trusted and respected compensation data provided by 3 highly reliable survey companies as well as our own customized survey data collected and documented at least 4 times per year. Our Market Compensation Analysis work is grounded upon actual current compensation practices within the marketplaces where our clients exist and employ human capital. For a snipped sample of one of our many Market Compensation Analysis data reporting formats recently completed for a mid-west USA 1,500 employee client, Click here.
And, for what will likely be a helpful partial guide for the most proven approach to ensuring productive, rational and competitive compensation within your enterprise, Click here.
We ensure that all reward system and performance management components that we design in partnership with clients are simple and easily understood, strategically linked, recent market data based, and directly supportive of the the client’s financial and strategic objectives.