Why the Pay-for-Performance Compensation Strategy Fails

When a market leader implements a model, others follow. After seeing how pay-for-performance has worked out at Apple, for example, other companies may want to follow suit. Pay-for-performance in particular is a tempting model because it promises maximum pay for minimum investment. You’d pay for good work, and not pay for bad work.

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Tips, Strategy, Employment, Workplace, Compensation, HR

When Goals Shift in the Organization: Plan of Attack!

The great thing about organizational transparency is the forecasting effect that comes with it. When everyone’s compass is pointing in the same direction, it is easier to spot an off-track team member, or project. Life happens and sometimes goals will have to change to accommodate. While these shifts are easier to spot in an organization that focuses on transparency, you still need to have a plan of attack.

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Strategy, Business Strategy, Goals, Strategic Alignment, Talent Forecasting

7 Best Practices in Aligning Goals

Defining and communicating goals is one thing, it is quite another to implement total and strategic talent and goal alignment throughout an entire organization. We’re talking about more than a mission statement here, and these are the 7 best practices to help get you there.

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Strategy, Goal Alignment, Talent Alignment, Goals, Setting Goals, Strategic Alignment, Talent Attraction, Organizational Transparency

Talent Alignment: Why Transparency Matters in Every Business

Why is goal alignment so hard to achieve? In a smaller company with few employees, it’s not hard to get everyone on the same page. Things get a little more complicated when you add more employees and more levels to the mix. Hiring, growing and aligning your talent can also get complicated and it becomes easy for great people to feel lost in the shuffle.

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Culture, Strategy, Talent Management, Business Strategy, Goal Alignment, Business Transparency, Talent Alignment, Company Culture, Goals

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