What Is The Relationship Between Individually Based Merit Pay and Teamwork?
When it comes to team building, teamwork, and merit pay, things get complicated. In our Western society we pay employees on an individual basis, and that's a firmly embedded cultural practice. However, more and more, we expect (and need) employees to act in concert -- as members of team, since work tasks have become so much more complicated that often, no single person can complete a task on his or her own. So, in effect, we need employees to be good team members, sometimes putting the welfare of the team and its goals above their own, but we still pay employees as individuals.
Needless to say this causes a conflict, or an incongruence between what is said (asking people to be good team members), and what is done (paying people for individual accomplishment).
There is no easy solution to this, except to move away from individually based merit pay, when teams are important, and shift to a team based form of merit pay where every members of a particular project team will receive the same bonus or merit pay increase. Of course, every "solution" brings with it a set of new positives and negatives.
Undesirable Side Effects: If you have a pay for individual performance system and you want to foster teamwork and team responsibility, you have a bit of a mismatch. You need to work really hard to create a sense of tea when rewards systems are set up to encourage "star" performance more than teamwork.
Is it possible? Yes. Is it easy? No. Much will depend on your interpersonal and leadership skills.
- Busy? We walk you through the complete process of managing performance, from goal setting to addressing performance problems and discipline issues. Contains ALL our help cards, and here's a sneak peak: Walk the path WITH employees.
- Well, we do. Here's a low cost mini-guide FOR EMPLOYEES so they can be active participants in a truly collaborative performance review.
- Well, you can't, so this short LearnByte guides explains how to identify barriers to employee performance, in order to clear them away. Diagnosing is the key to productivity improvement.
- Ok. Now you can have a reusable checklist so you don't miss any of the critical steps needed to succeed with your employee reviews.
- Save huge amounts of time and frustration during performance review meetings, by having set proper goals and objectives for the employee. Isn't that your job? To make sure employees know what they need to accomplish?
- If you think performance management = performance appraisal, you NEED this badly.
- ...and how damaging to your employees. We'll walk you through the entire process of dealing with performance problems with one goal: To FIX them, and improve productivity. And we ask for less than 20 minutes of your time.
- Prefer Kindle? Many of our quick read helpcards and also our books on performance management and reviews and how to make them work, are available via Amazon on the KINDLE. Click here to go direct.
- It's 2013, not 1945 and it's time to lose the industrial mindset and use management tools for THIS century. Here's ten steps to improvement.