« Is Disclosure Good or Bad for Executive Compensation? | Main | Confession From a Former Expat »



Feed You can follow this conversation by subscribing to the comment feed for this post.

Great post - I particularly like point 6. I also believe that small raises/bonuses given incrementally do more to foster engagement than one lump sum incentive given at the end of the year during merit/performance review time.

Thanks for sharing, and keep writing.



Glad I found something interesting for you, too, Rory. Thanks for the shout out. It really comes in handy today!

Number three is the most important one, at least to me. It didn't matter if I was doing manual labor or when I doing it staffing philadelphia work, the highs and lows are what makes working worth it. Great post, btw!

Jamie,thanks for highlighting #3. It's amazing to me how many businesses do not analyze their successes (especially at the department level). It takes time, but there's so much to learn and to build on.

Thanks for your thoughts and if you are in Philly, tell everyone I miss them!

The blog was absolutely fantastic! Lots of great information and inspiration, both of which we all need!b Keep 'em coming... you all do such a great job at such Concepts... can't tell you how much I, for one appreciate all you do!

Hi BCA and thanks for your support. This blog article has gotten a lot of interesting feedback. I mentioned it to a colleague this weekend to help her with some reorganization planning, so I'd say Keller's and Aiken's McKinsey report is proving to be a classic for my work. I hope we can all hang on to their insights!

So glad to hear you're a Comp Cafe fan and thanks again for dropping a note.

The comments to this entry are closed.