Comments on: Five Reasons Pay-for-Performance Fails http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/ Know More HR. Thu, 11 Mar 2010 17:06:41 -0500 http://wordpress.org/?v=2.8.6 hourly 1 By: Making a Success of Pay for Performance | Employee Performance and Talent Management Blog http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/comment-page-1/#comment-3644 Making a Success of Pay for Performance | Employee Performance and Talent Management Blog Mon, 28 Jul 2008 17:14:01 +0000 http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/#comment-3644 [...] http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/ Tags: employee performance management, HR, pay for performance, talent management [...] [...] http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/ Tags: employee performance management, HR, pay for performance, talent management [...]

]]> By: Carl Lingen http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/comment-page-1/#comment-3503 Carl Lingen Wed, 25 Jun 2008 16:41:18 +0000 http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/#comment-3503 Frank, Don't mean to post under this topic but thank you for your kind words during this difficult time. Frank,

Don’t mean to post under this topic but thank you for your kind words during this difficult time.

]]> By: Frank Roche http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/comment-page-1/#comment-2385 Frank Roche Wed, 22 Aug 2007 11:36:24 +0000 http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/#comment-2385 Rick, I agree, it's the boss, or the evaluator, as you say, that matters. My bigger argument is that companies talk a good line, spend inordinate numbers of hours planning, and then muff it. Why not just give the merit increase like peanut butter, save the headache, and move on? Charlie, you're so right about the metrics. That's where the rub is...and after a while companies seem to let them drift so that none of them are meaningful, or worse, so that they're gamed. I'm a fan of no reviews...but that's just me. Rick, I agree, it’s the boss, or the evaluator, as you say, that matters. My bigger argument is that companies talk a good line, spend inordinate numbers of hours planning, and then muff it. Why not just give the merit increase like peanut butter, save the headache, and move on?

Charlie, you’re so right about the metrics. That’s where the rub is…and after a while companies seem to let them drift so that none of them are meaningful, or worse, so that they’re gamed. I’m a fan of no reviews…but that’s just me.

]]> By: rick http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/comment-page-1/#comment-2383 rick Tue, 21 Aug 2007 16:39:35 +0000 http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/#comment-2383 I have always found that the evaluator trumps the system. A good boss can give great feedback and make tough decisions with a bad system and visa versa. The system helps by providing a modicum of consistency within large organizations. I have always found that the evaluator trumps the system. A good boss can give great feedback and make tough decisions with a bad system and visa versa. The system helps by providing a modicum of consistency within large organizations.

]]> By: Charlie http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/comment-page-1/#comment-2382 Charlie Tue, 21 Aug 2007 16:21:46 +0000 http://www.knowhr.com/blog/2007/08/20/five-reasons-pay-for-performance-fails/#comment-2382 The metrics can be tricky, too. Choosing what to reward has pitfalls when employees become willing to do undesirable things in order to pump the score that they are being rewarded for. Also, using subjective metrics invites favoritism, while using objective metrics takes manager's opinions out of the picture. The metrics can be tricky, too. Choosing what to reward has pitfalls when employees become willing to do undesirable things in order to pump the score that they are being rewarded for.

Also, using subjective metrics invites favoritism, while using objective metrics takes manager’s opinions out of the picture.

]]>