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Why Compensation on Performance is a Problem
Connie shares some problems that can arise from compensating strictly on performance.
1. Employees only focus on areas they are good at, and ignore those that need improvement
2. Employees are unwilling to accept measurement on work which they don’t have control
3. Employees will see this as a way that management penalizes poor performance, or mistakes
4. Employees may hide problems
5. Employees may not be receptive to collaboration
The post Why Compensation on Performance is a Problem appeared first on CDC Synectics on How to Leverage Resources.
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By Connie SiuConnie shares some problems that can arise from compensating strictly on performance.
1. Employees only focus on areas they are good at, and ignore those that need improvement
2. Employees are unwilling to accept measurement on work which they don’t have control
3. Employees will see this as a way that management penalizes poor performance, or mistakes
4. Employees may hide problems
5. Employees may not be receptive to collaboration
The post Why Compensation on Performance is a Problem appeared first on CDC Synectics on How to Leverage Resources.