There is no more effective method to create a beautiful pay policy based on leadership and results on targets that will never be done!

 

These should be the pillars of a salary management: their leadership and results that can bring home against the objectives assigned.

 

The management and not other distributors, if they do not have targets set at the beginning of each measurement period, is the year, quarter or other space in time, can hardly act according to the results, but will only receive the salary or earn what you are set to gain in the case of distributors.

 

Let us return to the concept of a directorate of human resources, and if sufficiently strong and has the commitment of shareholders to be able to act, we will be with systems that will last over time and are a reference for a motivated management to grow the company by making results, the usual "gagnant, gagnant". I like to help managers improve the outcome of this and I pays on the basis of that.

 

The method and a: a premium for targets. The way must be constant over time. The objectives will vary year to year according to the results and new challenges that the company has. A manager who is approached for the first time a company will say: Obviously, nothing easier. Instead c'ea person like complication, not bad faith, but because each one wants to change things done by his predecessor, n'abbiamo already spoken. One can not settle for take and adjust the targets, are in volume or type of targets, the method must change.

 

So the manager does not understand what more would your chances of reaching those goals and will only manage, not to pursue a goal because it does not know how it will be measured. This is in the best cases, the motivation is higher when you do not know the goals at the beginning of the evaluation period until the year or even the end of the year in order by the DRH, show that there is a premium and that there targets were set. A farce! The problem, and that the company and a body that must function in all its part, and that in a moment that is the danger of gangrene extension to the whole body and high, encouraging their death.

 

The problem is not already the achievement of objectives, the famous asticella, but the system. The Top Management Agree s'imbarca in discussions on the method each time, the DRH contemporaneggia on the schedule, the communication method and objective instead of being made "one to one" eye to eye over the waterfall, is spread by e-mail, so the most important moment and that is to say to a person you're paying for this and so do you give so much more, is completely trivialized.

 

Not only that, but as the perception that management and fraud, no longer works for goals and the demand for higher salaries fixed by whom already work or new entrants is increased because the carrot of variable we believe no one. Other added value for the shareholder smoked.

 

Worse wrong when a new Top Manager arrives and to motivate the troops use the argument of a new method of variable pay. Ala! We are allocated for another round! That and the response of more efficient managers, that of inefficient you can not play.

 

Knowing that there is a method to pay for what you do and one of the most frustrating things in the company. Knowing that you both will work or not you have the same assessment that your colleague and frustrating. Instead know that yes you exceed what you do you sari rewarded, even with a symbolic euro contributes to the motivation of the people.

 

But friends, talk about method, the objectives and achievements must be measurable. After not begin at the end of the process of putting poles. And we do not begin to announce that the reward and management by 10% or that the stock and distribution of x% with a value y% of a similar and so forth. Cazzatte that are contributing to any work on goals, just to please someone more for what he did that not because I have worked to achieve its objectives. Not to mention that everyone should have the first prize in the company and not as a competitive sport where the jack pot and for the first. In business and the team that contributes to success, and therefore better pay less in value at all, all those that have achieved the goals that do not distort competition and give more unless it is not known why or how.

 

The same form, that even if the company in difficult situation and there will be departments that have worked better than others, and therefore always good to the method works and is maintained over time with a reference and reward, always less economically, but reward to those who have achieved what if they had requested.

 

Finally, the "cerise" on the cake and when the premiums do not communicate, but the tam tam and that makes you Spanda communication and genres, such as tam tam and that, of the information or sesgade partido of what he did playing the tambor . The process of remuneration should be transparent, and companies hate him. Instead this and the cultural leap to go.

 

We work because we pay at the end of the month, there another reason. The rest cagate from wealthy!

 

We work better because we want to earn more in the future. The rest of cagate False!

 

If the system and diaphanous by up to the delegate of the workers, can only be beneficial to create a competition for best results and access to higher levels of responsibility and salary. All assume a greater responsibility, higher wages. The problem, and when there is a policy of wage stability, and that made by men who command more than a company policy or market. When we find a liability equal wages many different or even lower to a higher compared to a lower lever of the most important reasons are that the money disappears, because there is no competition.

 

Worse when the tam tam, not only when communicating the premiums, but also for spreading word about salaries, and then served the motivation of those who believe that is not right that they earn less and the competition disappears because clearly non-transparent policy and not the DRH can igualar salaries.

 

The game no transparency to cancel the leverage of salary and plays into the hands of eliminating competition for targets, favoring the need to pay more in salaries, when a clear and announced policy of pay restraint favors the requests because every one knows what will.

 

Like everything it takes work, but once established, management of resources over time becomes easier, being able to focus in their assessment that in most case management and constant changes of method or constant recalculation of objectives and results.

 

Let the management alive with high salaries in some cases, with disproportionately low salaries in others, not motivate them to pay for goals and the result will be a management that works only for a take-home salary, and so the company goes wrong , Well! It's just that not enough is so evil as to disappear.

 

One solution, the DRH is always send via managers and replace them by new ones. Normally, these are intelligent as the process of accelerating the innovation and commitment takes time to realize that the system of variable remuneration and a farce. This usually lasts one quarter. Since then the manager becomes like the others, and the result for the value and which have decreased because the new manager and so paid a ticket fixed and greater motivation and increased.