John Cosgrove wrote:
>
> How do I build an engaged learning organisation in a pay for play
> environment?
John--here's a rather simplistic idea for use in a complicated situation,
but could you start by persuading management to link pay to learning new
skills, sharing knowledge, and taking risks--in other words, get them to
change some of their definitions of "performance" or add new definitions?
I think you are right to look at the compensation system as one way an
organization builds a learning culture. It seems to me that the way to do
that is for the company to identify those learning behaviors it wants to
encourage and then financially reward those individuals who exhibit those
behaviors. For individuals who learn new skills, you may want to implement
a pay-for-skill system whereby employees receive raises for each new skill
or skill cluster learned. You might also look at providing bonuses or
other one-time incentives for risk-taking and innovation.
In thinking about a compensation system, however, I think you need to
consider that in most motivational studies I've seen, pay ranks low on the
list of effective employee motivators. In other words, while you may need
to link pay to learning to help support your efforts, I think you will
find that the pay issue is less critical than some other areas.
That's just my .02 and since this is the first time I've posted to the
list as well, take it for what it's worth. I'll look forward to seeing
what other, more seasoned list members have to say on the topic!
Michele Roy
Performance Consultant
Roy Performance Consulting
jrmr@bellatlantic.net
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