We’re working on a compensation project now with a company to redesign their exempt salary structure. When thinking about how to best design a system, it’s important to realize there are two key factors: Internal Equity– Are you paying people fairly compared to what other people within the organization are making based on the knowledge, skills and abilities required for each role? External Competitiveness– Are you paying what the market demands for certain knowledge, skills and abilities required for each role in order to recruit and retain people? Basic steps to consider when designing a compensation structure: You gotta do
We used to think leaders were born, not made. Now we know through training, coaching and mentoring the skills needed to be an effective leader can be learned. However, there are certain leadership situations, company cultures and team dynamics lend well to certain types of personality traits (“born” characteristics) that individuals possess that make a person more effective in their leadership role. One of the most common personality continuums discussed today is introversion/extraversion. A rundown of the dynamic can be seen here: Orientation of energy E EXTRAVERSION Energized when you are with people Talk out your ideas First
“Rarely are there ever great achievements without great expectations.” A mid-sized manufacturing firm in a small Alabama community demonstrates the give back mindset through their passion and productivity. This focus has transformed an almost bankrupt company into a thriving and profitable business. Not only that, their passion and productivity prompts them to give back to the community in which they live and work. The company’s mission statement reads, “We are passionate about resolutions that positively impact our customers.” With this mission, the President of the Company states, “We have products and solutions that can help make customers more productive, save
The 2014 National Career Development Association Conference in Long Beach, CA was a tremendous experience. Here’s what I learned along with some thoughts on leadership actions for us all to consider: 1. Career Development in an Employee Engagement Strategy. I heard about how Boeing and GM are setting up systems (mainly through online tools) to facilitate employees to take ownership of their careers and for leaders to take ownership of facilitating career development discussions and planning with their employees as a part of performance management. I personally learned how true this lesson is through an experience a friend had before we
Being in a leadership role seems to be the ideal in most companies. Leading is what people strive for, and in most cases I think this is the norm because it is the only path by which advancement can take place. Want to move up and get paid more? Well then you have to lead and manage others. Another way to help people grow A client we’re working with is considering dual career ladders for the organization. With this organizational structure, there are advancement opportunities into the traditional route of leadership, but there is also a path by which people