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Great post, Ann. Your right, indeed, that we must find other ways than salary increases alone to distinguish performance. But we must not only find those other ways, we must also be sure we are communicating -- well and loudly -- these additional ways so everyone understands those who perform at a higher level are recognized for that.

Am I imagining things, or is that graphic relationship same as it usually is, year after year? The proportions resonate as hauntingly familiar.

Thanks, Derek - agreed!


See postscript added above. A tiny bit of shifting, which could possibly just be within the margin for error between different studies done by different firms, but clearly not much difference.

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About The Author

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    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.

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