« Cafe Classic: Do You Make Your Employees Too Valuable Too Fast? | Main | Are Your Reward Programs Your Own? »



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

Hi Chuck, you mention that "Some studies have suggested that, if the differential between performance levels isn't at least 2%, then you'd be better off with a general adjustment". Can you share the names of any of these studies? I'm interested in reading more about this. Thank you.

When conducting research several years ago for a webinar on performance management I came across a couple of articles that addressed the differential gap and its motivating power (or lack). The studies mentioned in those articles were footnoted, but I didn't make a notation for my own records.

If you're concerned that you might be challenged, that someone might say a 1% differential from Average to Above Average performance is motivational, then I'm afraid that any amount of studies to the contrary wouldn't convince such naysayers.

The comments to this entry are closed.