Comments on: Variable Incentive Plans: A Motivation & Retention tool

By: Dantagos

Dantagos — Sat, 14 Jan 2012 15:14:04 +0000

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Krakow — Fri, 06 Jan 2012 03:49:35 +0000

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By: Oli Hille

Oli Hille — Sun, 03 Apr 2011 22:23:18 +0000

In my opinion what is most critical is matching the employers objectives with the incentive of the employee = alignment = win – win for both parties.

Oli Hille

By: Natalia Payroll

Natalia Payroll — Sat, 01 Jan 2011 06:48:47 +0000

I totally agree that incentives are reasons for employees to stay. We just have to create qualifiers that will be fair to all.

By: balachandran

balachandran — Mon, 16 Aug 2010 19:55:27 +0000

An incentive plan when we design more important it come to the mind of sales team how much they can maximum earn but HR has to visualise scope is unlimited to a smart sales man. This is the base of incentive.

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By: Here’s the Not So Corporate #HRCarnival | ImSoCorporate.com

Here’s the Not So Corporate #HRCarnival | ImSoCorporate.com — Wed, 14 Apr 2010 05:38:53 +0000

[...] The Talent Junction Blog wants you to really understand how to use Variable Compensation as a Motivation & Retention Tool [...]

By: Gireesh Sharma

Gireesh Sharma — Wed, 07 Apr 2010 04:57:37 +0000

A very valid point Tushar. In distressed economies, retaining talent and compensating well is difficult. Variable Incentives to a some extent can address the issue.

Apart from creating a great plan and managing it well, one challenge that consistently surface up is the “mindset” of employees and their perception about their salaries.

I hope when integrated with Goal Setting and Performance Management System, Variable Pay can drive better results for organizations – by retaining a couple of people for a couple more years.