This is an excerpt from our ebook collaboration with BambooHR, “Evaluating and Rewarding Employee Performance at the Speed of Business.” Download the full guide here.
According to PayScale’s 2017 Compensation Best Practices Report (CPBR), a full 10 percent of companies surveyed this year plan to eliminate traditional reviews.
However, the CPBR also revealed something else, something startling: Only 10 percent of the 7,700 respondents reported they currently use a real-time, ongoing feedback process. This is important to note, as the CBPR showed that top-performing companies were more likely than average companies to provide this type of real-time employee feedback.
Only 10 percent of respondents reported they currently use a real-time, ongoing feedback process. Click To TweetIf you want to join the ranks of the top-performers, you’ll need to commit to a modern, real-time, performance-based pay strategy that:
- Aligns performance to business goals and business cycles
- Ensures that employers are paying for results
- Relies on clear communication
- Incorporates creativity into the total rewards programs
A key to modern pay is a solid performance management system that’s focused on good communication and good relationships between managers and their employees. It’s crucial to get performance management right if you’re going to connect it to pay.
Want the step-by-step on managing pay for performance? Grab your copy of “Evaluating and Rewarding Employee Performance at the Speed of Business” today!
Tell Us What You Think
Do you use an ongoing feedback process? We want to hear from you. Tell us your thoughts on performance management in the comments.
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