Is Performance-Related Pay Right For Your Organisation?

Most organisations pay their employees a set salary per month, or an agreed-upon hourly rate.

While this type of setup works for many firms, it is not a one-fits-all solution.

For example, many salespeople are paid a commission, typically a percentage of the services or products they sell, in lieu or in addition to a salary.

The benefits of paying employees commission is that if the company doesn’t make money, the employers are not responsible for paying the salespeople.

The commission is a major incentive for the employees to work hard; no sales results in no paycheck.

Although a commission-based structure would not work for many industries outside of sales, there is an alternative structure of payment, performance-related pay, which may be considered.

A typical salary or hourly pay is determined by a fair market value for the specific occupation, and then usually adjusted annually, or when an employee gets promoted.

However, many managers complain that they feel their staff is not motivated enough to work as hard as they can, knowing that they will get paid regardless.

Performance compensation is determined by the individual’s performance; those that outperform their colleagues get paid more.

This type of compensation is based on certain predetermined benchmarks which employees must meet or exceed to get max wages.

Benefits of Performance-Related Pay

Increased Engagement & Performance

Performance compensation is probably the best way to incentivise your staff to engage more and perform better at their jobs.

When the comfort level of a set paycheck is removed from the equation, individuals realise that they have to hustle to meet benchmarks.

This is a great way to help underperforming employees improve in various areas, such as speed, accuracy, diligence, etc.

It is also helpful in encouraging promising staff members to excel even further.

Less Financial Commitment

When you offer your workers a salary, you are obligated to pay that amount regardless of how well your company performs monthly.

If you fail to make a profit, you still have to give out paychecks.

If your employees slack off, you do have the option of letting them go, but if you don’t, you have to compensate them.

However, with performance related pay, if your team doesn’t work hard to help your firm succeed, they don’t get paid; it’s that simple.

Performance compensation creates a common goal for your subordinates and yourself to make the business be a success.

Thanks again

Mark Williams

Head of Training and Development

(Image by Bigstockphoto)

Management Blog Call To Action

Management Share Blog Button

Mark-WilliamsMark Williams

Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.

Leave a Reply

Your email address will not be published. Required fields are marked *