It is understood that your organisation has been extremely successful over the last 5 years and you wish to continue the expansion of your client base but your organisation do not however, have a developed a cohesive performance and reward management system. Therefore, I am going to help your organization develop an effective performance and reward management system.
Issue 1: collective or individual rewards.
• Group incentives: These are designed to reward effective teamwork, so the plan payout is dependent on the performance of a team/group as a whole. Goals reflect the specific responsibilities for the group, and payouts are based on an assessment of the group's performance relative to these preset goals. Group incentives encourage teamwork and provide a clear link between pay and performance for the members of the group.
Collective rewards for administrative staff and legal practitioners
• Collective rewards may encourage employees to work collaboratively to achieve goals that require teamwork and cooperation (case study teamwork)
• More likely to elicit organisational citizen behaviour
• Reinforce group cohesion and collective effort and effectiveness will increase.
• Focused vision- group rewards will push the employees to understand the companies mission and culture and their role to making it a success. (Building client relationship and capacity to develop business).
• Improve morale- arguments/backstabbing may be reduced due to the interest in gaining a win. Team spirit, cooperation and innovation will naturally evolve as the team seeks to reach goals.
• Increased communication= regular status meetings & celebrations will increase effective conversations in the workplace.
Issues 2: systems of performance measurement
• Individuals set 3 key result areas.
• Regular self monitoring
• Formal review’
• Agree on action plan to address any performance deficitsSet 1 big group goal e.g. customer service and customer relationship building.
• Assessment processes & techniques for management of work behaviour (membership behaviour, task behaviour and organisational citizenship.
• Assess by multi assessors
Assessment by peers: particularly well suited for team working situations. Team co workers are well placed to identify behavioral strengths and weakness easily overlooked by other information sources.Behaviours such as team cooperation, information sharing & communication. Peer input can be a useful source of information for individual development.
• Self assessment: valuable in identifying individual deficits and associated training and development needs.
• Assessment by customers or clients: appeals to organisations that seek to develop customer focused culture. Eg customer feedback and customer satisfaction surveys. Mystery customer call in to see customer interaction
• Behavioral anchored rating scales detailed descriptors of grades or BOS scales
Assesses competency levels.
Issue 3: reward components
Legal practitioners: profit sharing
• Profit sharing is often used to boost commitment and to promote a culture that values quality, customer service, participation and teamwork.
• Bonus payments