« An Update on Salary Increase Budgets in the Wake of the Economic Crisis | Main | Should Variable Pay be Cut in Times of Variable Performance? »

Comments

Feed You can follow this conversation by subscribing to the comment feed for this post.

The problem with so many perverse incentives, like the ones you highlight, is that they seem to make perfect sense when you plan them.

Wally:

Very true. The best antidote to incentive perversity (hmmmm... I like that phrase) that I've found is getting the benefit of many different perspectives during the design of the plan, which is why I am a fan of cross-functional design teams. I also like "testing" them with a group of the intended victims ... er, participants. The more heads involved, the lower the likelihood of unintended consequences.

Thanks for weighing in!

The comments to this entry are closed.

About The Author

  • More Info Here
    Compensation consultant Ann Bares is the Managing Partner of Altura Consulting Group. Ann has more than 20 years of experience consulting with organizations in the areas of compensation and performance management.

Compensation Force Spot Survey

Enter your email address:

Delivered by FeedBurner

Search This Site

Widgetbox

  • Get this widget from Widgetbox