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Best Results

Evaluation of Incentive Design & Implementation

Element Characteristic SA A N D SD DK
Strategic Incentives are earned as a result of improving
focus financial outcomes, not through specific task
performance, achieving benchmarks or improving
processes
Project drivers The plan encourages focus on the few key drivers of
of success project success
Design All potential impacts from human behavior, business
considerations requirements and the business environment
Flexibility Incentive targets can be – and are -- updated to meet
changes in strategy tactics; they are not linked with
specific task performance
Work plan Incentives are fully integrated with other people
systems, activities and roles in the company
Intent To change people’s relationship to their work and the
outcomes; how they think about what they do. Not
intended to change specific activities/behaviors
Methodology To drive employee engagement focused on “owner”
thinking and behavior; not to incentivize pre-defined
behaviors
Participant Participants are direct stakeholders in the financial
role outcomes, not simply implementers of pre-defined
specific changes
Element Characteristic SA A N D SD DK
Basis for Engagement and focus of participants as a group. (No
success emphasis on use of individual expert knowledge.)
Target The team (not the individual-as-an-island)
Expected The contribution of their efforts to the success of the
employee organization and consequences to others, not on
focus completing individual tasks correctly and on time
Source of Work group searches continually for new
improvement improvement opportunities, develops approach and
implements improvements; they do not wait for
management to direct them.
Ease of The plan is easy to understand
understanding
Visibility Progress toward organization goals is easily
accessible and clearly visible
Calculation of Participants can quickly and easily calculate status of
financial personal financial incentive based on project
impact performance
Personal Participants can easily understand how they can
control influence the project and earn more personal income

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Best Results: Evaluation of Incentive Design & Implementation, continued

Element Characteristic SA A N D SD DK
Strategic Incentives are earned as a result of improving
focus financial outcomes, not through specific task
performance, achieving benchmarks or improving
processes
Desirability of The potential personal incentive is motivating enough
incentive to significantly impact personal, team and project
performance
Leadership Emphasizes maintaining employee focus – and ability
behavior to focus – on achieving goals
Mechanism to Individuals receive value for sustained improvement
sustain and moving to next level. (Not sustained solely by
change management behavior.)
Funding Self-funded from financial value added, not from a
source budget
Easy Uses existing technology systems and data; does not
administration require new technology systems and data

60080685.doc HUMANEERING® International, Inc 864-313-6724. 2/2