Re:People can read their manager's mind
by sokoloff on Friday January 01, 2016 @09:15AM
(#10821926)
IMO, you need a combination of quantitative and qualitative measures when setting compensation. Pure qualitative and you encourage a lot of pointless politicking. Pure quantitative and you encourage a lot of pointless gaming.
True story about gaming that I'll try to keep short: we had a promotion process that was multi-dimensional and one dimension was "scope of impact" (ie: how broad is your influence: self, team, group, organization, company, world).
We literally had a director present a promotion case for a manager and the scope element was assessed at "world" (several levels higher than needed to qualify). When asked for supporting evidence, he regaled us with the tale that the manager had taken initiative to place small cardboard boxes in each break room to collect spent alkaline batteries for recycling. Because allowing the batteries to be more effectively recycled helped the global environment, the scope of impact was "world".
True story about gaming that I'll try to keep short: we had a promotion process that was multi-dimensional and one dimension was "scope of impact" (ie: how broad is your influence: self, team, group, organization, company, world).
We literally had a director present a promotion case for a manager and the scope element was assessed at "world" (several levels higher than needed to qualify). When asked for supporting evidence, he regaled us with the tale that the manager had taken initiative to place small cardboard boxes in each break room to collect spent alkaline batteries for recycling. Because allowing the batteries to be more effectively recycled helped the global environment, the scope of impact was "world".
Whoosh...