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Leaders today are challenged to retain high performers in a competitive market and simultaneously push teams to deliver greater value. As a leader, it is important to have the right people on the team and to know the levers that can be adjusted to elevate their performance. Increasing efficiency, pushing people of out their comfort zone with a creative challenge, taking risks, adding new services, etc. are all examples of ways that organizations can move the needle on performance. Getting specific about how each employee will help achieve their goals can then be used to measure the increased performance and ultimately help define the criteria for a successful incentive plan. NEXT STEPS. How do you design an incentive plan for employees that works – one that drives measurable results instead of just adding cost? That’s exactly what we’ll cover in our upcoming webinar, Compensation Reimagined: Incentive Plans that Drive Success. Don’t miss this opportunity to learn how to leverage incentive plans to accelerate performance while rewarding the talented individuals who make it all happen. Kristi Weierbach, Ph.D, SPHR, SHRM-SCP is managing director of Workforce Advisory at Stambaugh Ness. Connect with her on LinkedIn.
KRISTI WEIERBACH, from page 3
■ The work for a project manager who designs buildings for a franchise restaurant is often repeatable from one location to another, requiring minor regional adjustments for local culture, building codes, etc. ■ The work to design a music hall in one city will have a unique set of stakeholders and a vision that can vary significantly from those in another city. ■ The type of engineering needed to design a bridge versus a high-rise building is distinctly different. In all of these scenarios, each role requires unique talent and motivators. Without the right incentive structures in place, leaders risk disengagement, turnover, and missed opportunities for growth. While I am not an engineer or expert on what it takes to execute these projects, what I do know is that each requires a certain level of talent with its own
combination of knowledge, skills, and abilities. WHY INCENTIVES MATTER MORE THAN EVER.
Keeping and finding the talent that is naturally motivated to perform each type of work is more difficult than ever before. Conversely, if someone isn’t naturally excited about their work, the incentive to reward the individual may not yield the return on investment needed. When critical incentive components are in place, it is so much easier to elevate performance.
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THE ZWEIG LETTER SEPTEMBER 8, 2025, ISSUE 1600
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