REWARDS

Tell me how a person is measured, and I will tell you how they perform. How does your organization measure performance? What rewards systems do you have? Do they support your strategy?

Every job has both intrinsic and extrinsic rewards. Part of the selection process is hiring people who are a good fit with the culture of the organization (in the words of Jim Collins in his book Good to Great, getting the right people on the bus). Another part of the selection process is putting people in a position where there is a good match between their personal motivators and the intrinsic rewards of the job (getting people in the right seat on the bus). The selection process is addressed further in the PEOPLE section.

Extrinsic rewards (like money, recognition, etc) should reflect the needs of the organization and be tied to the desired behaviors for that position. As an example, if a job requires team-oriented behaviors, compensation should be based at least in part on team-based measures.

Rewards are one of the components examined in the Internal Assessment phase of the strategic plan. This area also should be included whenever an organization is analyzing obstacles to achieving organizational goals.