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In Reward Systems: Does Yours Deliver? Steve Kerr describes ...
In Reward Systems: Does Yours Deliver? Steve Kerr describes the steps you must take to create an effective reward system:
- Clarify what you mean by "performance" -- in ways that help employees understand how they can support what you're trying to accomplish
- Devise an effective performance-measurement system that distinguishes between metrics used for control and those used for employees' development
- Design a reward system that motivates people to do what you want them to do while also meeting their needs
To get the most from employees, you don't need to add headcount, upgrade your IT capabilities, or hire consultants. You do need to develop the right reward system. This book shows you how.
From our new Memo to the CEO series -- solutions-focused advice from today's leading practitioners.
The Power of Reward Systems 1
Step 1 Define Performance in Actionable Terms 12
Step 2 Devise Comprehensive Metrics 31
Step 3 Create Reward Systems That Work 77
What to Do Monday Morning 123
Posted December 18, 2008
Most parents can tell you how a good reward system works: Offer a child a desirable reward contingent upon a particular action or behavior, and you¿re likely to get results. What works in child raising apparently has some merit in business as well. getAbstract recommends Steve Kerr¿s complete instructions about how to construct and implement reward systems. He explains the flaws of ineffective systems and sets out his recommendations for building productive ones. As a senior adviser to Goldman Sachs and the former vice president of corporate leadership development under Jack Welch at GE, Kerr knows his stuff. He says many executives understand the concept of rewards, yet fall woefully short in executing constructive programs. Putting together a viable reward system isn¿t child¿s play. But as Kerr shows you, it¿s not rocket science, either.Was this review helpful? Yes NoThank you for your feedback. Report this reviewThank you, this review has been flagged.