Archive for the ‘Performance and reward systems’ Category

When you are put into positions of power and authority in organisations you are given many levers and mechanisms which you can try to use to control – appraisals, bonuses, salaries etc. However compelling people to do things for you is not leading them – it’s an attempt at control, and usually people resent it […]

Read MoreMarch 31, 2014 10:39 am - Posted by Pete_Hamill

It’s fairly well established in organisations that what gets measured, and rewarded, gets done. If you reward people for individual performance then individual results go up (at least for some), and team work goes down. If you reward collective performance team work goes up, and some individual results decrease. Organisations that I have worked with […]

Read MoreMay 6, 2011 10:00 am - Posted by Pete_Hamill