"The method that I have found most successful is to have the new pay
system designed by the employees who will be affected by it within
management pre-established parameters."
And then says:
Roxanne, just a quick question: It seems to me the qualifying statement
"within management pre-established parameters" has the power -- and often
does -- negate the affect your seeking. Employees might say of such a
proposal, "Yea, sure, we can define our own pay system as long as we don't
go contrary to our management. What's the big deal? Why doesn't management
just do their job. . ."
Have you dealt with this type of scenario? If so, how?
Ben,
I really have not ever encountered this type of reaction although, having
said that, I can probably expect it to occur tomorrow. Some of the
reasons why I believe I haven't yet seen this problem:
-most of the employees I've worked with have never had the opportunity to
have direct input into their pay system design, so even with the management
parameters, this is a big step forward.
-the parameters are usually very broad and well explained.
-the employee team is generally told that if they disagree with the
parameters they will be listened to, but that these are issues that are
relatively firm in the minds of management.
I have not found that employees want to start with a blank page in this
very difficult task. They generally appreciate receiving some direction
and guidance from management. They also appreciate the opportunity to
challenge and be listened to respectfully.
Best regards,
Roxanne
--Roxanne Abbas Abbas Compensation Strategies rabbas@comp-web.com http://www.comp-web.com
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>