#33 The Puzzle of Compensating High Performers in Teams
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- Опубліковано 22 лип 2024
- Even in teams there might be high performers. Treating high performers differently might be a mistake. Not doing so might be a mistake too. You might either kill collaboration or you lose or not attract high performers. There is no perfect solution.
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My Total Gratitude to you Prof. Dr. Armin Trost for being a great Pillar in my HRM Enhancement and Establishment...
I also see the 'Social Comparison' feeling in a High Performer who is in a 'non-key Function' in comparison to another relatively Low-Performer employee in a Key Function/department. We see this 'Sucker' effect every time! Thank you for the ideas you have offered. God Bless You always... :)
Hey Armin! Love your topics! Now i am implementing one possible solution to this problem: half of salary bonuses depend on individual performance, 25 percent depend on team perrmance and 15 on overall conpany. Rest are on other indicators like initiative, participation in trainings etc. let me know if you are interested, i can share how it is structured and did it work. Love your course!
You can't get the money out of the mind of employees. People work to earn money, as simple as that, there is no way around it. Maybe this is true to some degree for certain professions (academics, scientists, artists). While this theory might sound good on (paper) a theoretical level, it's not valid at a practical level, at least in my own experience.
Anyway Thanks for all the helpful information.