|In This Issue
Regardless of size or industry, all organizations must develop ways to assess performance, measure productivity, and compensate employees. Avoiding the pitfalls that come with these processes can be difficult. The following articles and resources offer tips and examples on what should be measured, how best to use the data, and why linking pay to performance will benefit workers and the organization.
The Sin of Wages Free Chapter Download
For a limited time only, download The Evolution of the Pay Crisis, a chapter excerpt from The Sin of Wages. Written by measurement and incentive pay expert William Abernathy, this chapter provides the history behind what has led organizations to adopt the current pay and management systems.
Learn why today’s conventional pay systems fail to be as effective as intended and be introduced to Abernathy’s seven sins of entitlement pay. Every organization faces decisions regarding pay and performance. This chapter will put you on the path to uncovering what may be wrong with your organization’s current pay structure and offer insight into what can be changed.
Big Brother is Measuring You!
One of the best ways to learn how to improve performance is to measure it. However, as with many processes in the business world, it isn’t just about what you do but how you do it. Amazon, the giant online retailer, is experiencing some criticism for how it utilizes measurement tools in its Staffordshire, England factory.
Employees are required to carry electronic devices that monitor their job performance, but the reporting of the data is misused by managers who use it to deliver remote admonishment. In this latest blog post, Aubrey Daniels discusses how the factory should use the data to create a positive impact and gain greater improvements to productivity, morale, and overall performance.
Productivity in the Modern Office: A Matter of Impact
Measuring the productivity of knowledge workers continues to be a challenge for most organizations. The focus is frequently placed more on quantity than quality, causing more attention to be paid to results than the process. Looking at just outcomes and not at how they are achieved can backfire as employees typically find ways around the process while still managing to meet their goals.
Blanket policies and a results-only approach don’t work to improve workplace productivity for everyone. Learn why balanced measures of productivity and addressing issues on an individual basis will do more for meeting business metrics.
The Need for an Integrated Performance Measurement System
Performance measurement systems in organizations are meant to help align goals and the steps needed to reach them. However, these systems often lack integration and that can lead to disconnected measures that fail to deliver results.
In this article, Dr. William Abernathy outlines the five levels of organizational measurement that provide a comprehensive look at company performance. By defining what each of these levels look like for your business, it will allow for optimal employee and overall organizational performance by improving communication, aligning strategy and goals, and uncovering trouble spots that hinder one or more of the five levels.
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