Reward Systems & lo's LO14130

Roxanne Abbas (rabbas@comp-web.com)
Mon, 30 Jun 1997 10:25:44

Sally Hadfield said in Intro -- Sally Hadfield LO14056

"Of course, one of the first areas of focus is the performance
management/rewards and recognition systems. I firmly believe that it is
the process that matters and that systems can either enhance or inhibit
the process.

I would be very interested to what thoughts you all have on this question.
What emphases in performance management increase a sense of shared vision?
How do we transmit effective ways of conversing about performance?

Our organization is worried about poor performance. What steps have
people taken to manage this perennial question? "

Just a few brief thoughts:

I agree that the reward, recognition and performance systems must align
with other systems in order to progress toward becoming a learning
organization in the larger sense of the word.

Performance Management:

To assure that the performance management system contributes to Shared
Vision, the organization must integrate team and individual performance
planning with business planning. A term that is sometimes used to
describe this is *cascading objectives*. Corporate objectives must be
supported by unit objectives which must be supported by team objectives
which must be supported by individual objectives. You must also think
about what types of behaviors are needed at the team and individual level
to create the culture you are striving for. Then performance measurement
& review instruments must be integrated with performance planning.

Rewards:

The common focus in many organizations of rewards based on short-term
and/or individual objectives works against the development of a learning
organization. Also, competitive systems are very destructive.

Conversing about Performance:

I have come to believe that a shift in thinking from the manager being
responsible for the employee's performance to each employee being
responsible for their own performance is necessary before any significant
improvement will occur. I feel that leaders should serve as role models
and demonstrate their personal commitment to learning by honestly inviting
feedback from all employees and then openly sharing the feedback the have
received and acting on this feedback. I have seen this happen in
organizations and it sends a very powerful message.

Best regards,

Roxanne Abbas

-- 

Roxanne Abbas Abbas Compensation Strategies rabbas@comp-web.com http://www.comp-web.com

Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>