Identify the strategic objective of the plan. The purpose of the plan of moving to a pay for performance reward system is to facilitate recruitment, retention, and motivation to result in improvements in organizational performance. The strategic objective of the plan is to bring the entire organization together to focus on the goals and performance of individuals. Identify what people should be involved in the implementation. I believe that supervisors, HR professionals, trainers, and employees should be involved in the implementation.
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Supervisors have the responsibility of ensuring that the pay system is fair and effective. They need to look at pay increases based on the performance evaluation. HR professionals need to assist supervisors with creating a fair evaluation system that supervisors can use during evaluation. Trainers need to be there to provide both supervisors and employees with how to maneuver the system to track performance. Employees should be involved during the implementation process because it involves their performance throughout their workday with the organization.
Design the organizational communication around the plan. A good organizational communication plan will include a two-way communication plan that will build trust between employees and supervisors. Open communication ensures that employees will understand the “what” and the “why” behind coming changes to the pay system and the organizational culture. A communication plan that will benefit the plan will include an upward and downward transmission or communication plan. The upward communication plan includes employees speaking up and bringing their concerns or opinions to managers.
A downward transmission includes the managers communicating at a consistent level. How might the organization overcome resistance to the plan? The organization can overcome resistance to the plan by having open communication at all times. This includes having openness about the pay outcomes. Employees should understand how the pay for performance works. Proper building, implementing, and operating a pay for performance system can actually serve as a tool for developing trust between supervisors and employees.
Trust is vital and I believe when employees are able to communicate and discuss the plans with supervisors, it lowers the stress and tension. A meeting and great training meeting will help lower the fears of the unknown. Discuss the HR professional’s role with implementing the plan. HR Professionals play an important role of selection, training, and performance evaluation that gives clear and consistent objectives and support pay for performance. HR professionals also are needed to answer employee questions and concerns.
This serves to focus employees on shared goals and values and delivers a consistent message regarding the value of performance. It also provides supervisors with the tools to move the workforce towards the desired performance-based culture.
