I am developing the performance management system of a medium size (8500)
public service organisation. I am determined to take a participative
approach designed to grow ownership from the users, deliver results for
our stakeholders, and foster a learning environement. In short, I am
trying to create the conditions where our people can have maximum
engagement with their work.
A stumbling block in the past has been the linkage of individual
performance based pay with the annual performance appraisal score. While
I can have some influence on the nature of this situation, it is doubtful
that I will be able to break the link entirely.
I am wondering if anyone has done any work on the systemic effects of
individual pay for performance and its effect on productivity and employee
engagement. To change this thing I need to have more of an argument than
"Gee - I think this is holding us back".
I have read an amount of literature and theory on the subject of
performance related pay - much of which is contradictory. I believe there
may be some breakthrough in my understanding available through the
application of systems thinking in being able to map the system. It would
be helpful if I could leverage off some previous experience, insight and
learning.
I must say that I really enjoy this list. This is my first effort at
stepping into the ring, so to speak. Looking at the conversations, and
the depth of thinking revealed, I feel nervous stepping out - but excited
at the same time. Someone mentioned a while ago that it was the
obligation of members to participate and contribute. Well - here I go...
How do I build an engaged learning organisation in a pay for play
environment?
--"John Cosgrove" <j.cosgrove@clear.net.nz>
Learning-org -- Hosted by Rick Karash <rkarash@karash.com> Public Dialog on Learning Organizations -- <http://www.learning-org.com>