The case of the unpopular pay plan.
Three years after launching the team-based Quality For All program, Top Chemical Company CEO Sam Verde was searching for a team-based compensation system that would reflect his company's new philosophy. With a committee gathered to discuss the issue, Verde confronts the fact that changing pay plans is an issue few people can agree on. "Very simply," explains vice president for compensation Gilbert Porterfield, "the plan is designed to give employees working on teams real incentives for constant improvement and overall excellence. The variable aspect of the system pays employees for the performance of their group." This doesn't sit well with the others. "It's going to punish teams like mine for the failings of others instead of rewarding us for the work we do and have already done," says packaging team representative Ruth Gibson. Another committee member feels that team-based anything is a "motivational happy land that doesn't square with how people really work." While Verde likes the proposed pay plan, he has doubts over whether his employees will accept the risk. Upper management has no problem basing 60% of its pay on TopChem's performance. But getting line employees to risk part of their salaries--even as little as 4%--on the ups and downs of the chemical industry may be more trouble than it's worth. Four experts on compensation reveal where Top Chemical went wrong in its plan and how Sam Verde might bring about change successfully.
Ehrenfeld
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T
Coil
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M
Berwick
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D
Nyberg
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Beer
M
M
D003132:Commerce / Q000458:organization & administration*; D003299:Cooperative Behavior; D004649:Employee Incentive Plans; D008332:Management Quality Circles / Q000191:economics*; D009936:Organizational Innovation; D009937:Organizational Objectives; D011340:Problem Solving; D012456:Salaries and Fringe Benefits / Q000191:economics*; D014481:United States