I've been thinking a lot about compensation this weekend as I struggle to make recommendations for executive comp for a small client organization. The problem? We have no long term compensation strategy so each manager is asking for raises for "his" people in a vacuum. I am further concerned that hefty increases are being requested for several people who have had their jobs changed or redesigned due to ineffective performance. At the same time, I wonder if "effective performance" was ever clearly defined for them.
Maybe I'm crazy, but if you have a dedicated person who wants to do a good job for the company, failing, they must not know what constitutes a good job. Or, they must not understand the priorities and expectations. Or, they lack the necessary talent, tools, time, temperment, or training needed to do a good job. These are my long-term "five T's."
I'll bet that if you study the situation closely, the key issue is unclear expectations. You'll hear a lot more about this from me in the future.
My new article talks about compensation trends now. Check it out. You'll like it. I'd love feedback.
Warmly,
Susan
1:23:40 AM
Clear Expectations and the Five T's 
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