Pay-For-Performance (CONT’D FROM PAGE 30)
Board Converting NEWS INTERNET DIRECTORY
gram and what that would look like under the new one,” said Lentini. “This allows them to see what behaviors they will need to adjust.” Communicate Values Now let’s address the problem mentioned earlier in this article: How can P4P arrangements reward high perform- ers while discouraging the pursuit of performance goals at the expense of other business priorities? The solution is to hinge incentive pay on conformance to a company’s larger values. Consider the example of the salesperson who be- comes overly aggressive with customers in order to meet a revenue goal. “Employers need to continually communicate that to- day’s sales methodology is to help people buy,” said Lenti- ni. “The salesperson needs to listen to customers and solve their problems.” Judging how well employees conform to company val- ues can be more difficult than clocking measurable job tasks. Here’s where customer surveys can help. At many companies, said Ding, feedback from third par- ties accounts for 10 percent of the total performance as- sessment for many job positions, with performance-based assessments making up the other 90 percent. There are exceptions, she noted. “Feedback surveys might account for 50 percent to 60 percent of the assess- ment at customer service jobs.” Third party reports are not a panacea. “The challenge with customer metrics is that people only chime in when somebody does an exceptional job or a less-than-good job,” said Rymsha. “In the middle zone, people typically don’t have much of an opinion and tend to sit on the sidelines.” An alternative to customer feedback, or perhaps an adjunct, is a so-called “values scorecard,” utilized by su- pervisors to assess how well an employee’s actions align with a company’s guiding principles. Depending on the job position, such values might include customer-centered decision making, teamwork, communications skills, ethics, kindness, attendance, punctuality, and safety. “An employee’s eligibility for a performance-based bo- nus may hinge on how well they have met the employer’s larger cultural and ethical requirements,” said Prinkey. Reward Everyone Assessing the job performance of the sales staff and others with measurable duties may be relatively straight- forward. But how can P4P arrangements reward those in supporting roles such as receptionists, office managers, bookkeepers, and accountants? “Probably the hardest people in any business to in- clude in an incentive pay program are the administrative professionals,” said Moynihan. “It's really difficult to come up with scalable measure- ments for employees with multiple concurrent tasks who keep the train running for everyone else.”
ARC INTERNATIONAL www.ARCInternational.com
ARC International is a world leader in the manufacturing of roller products for flexography. The latest nano-technology laser engraving in our NC and NV manufacturing facilities ensures superior quality and consistency in anilox rollers.
AES (ADVANCED EQUIPMENT SALES) www.aesales.net
AES is a leading full-service provider of integrated convey- ance systems specializing in scrap, trim, and dust. AES en- gineers custom scrap systems and works as a partner in process improvement to help businesses achieve greater profitability, productivity, and sustainability. Products include balers, shredders/hoggers, core shredders, filters, fans, and specialized dust control and collection systems. AES is the ex- clusive distributor for the AirShark Rotary Material Separator. For a wide variety of new and used equipment on to- day’s market, visit our website at www.acm-corp.com. BAUMER HHS CORPORATION www.baumerhhs.com hhs is a global leader in advanced gluing, camera verifica- tion and quality assurance systems for the packaging indus- try. Zero-defect quality and elevated production speeds are key parameters in the manufacturing of corrugated boxes. With hhs Xcam Box Monitoring and non-contact flap gluing of corrugated board, hhs offers every option for quality as- surance in the production of boxes with flexo folder gluers. AMERICAN CORRUGATED MACHINE www.acm-corp.com BLOWER APPLICATION COMPANY (BLOAPCO) www.BloApCo.com BloApCo has served the corrugated industry since 1933 with a variety of scrap handling solutions, including Hori- zontal Floor Shredders, Trim Cutters, and Material Handling Fans and Conveying Systems. BloApCo Shredders allow for continuous shredding and pneumatic removal of sheet waste stacks of all sizes, roll slab, cores, and carton scrap.
CORRUGATED MACHINERY SPECIALISTS www.cmsretrofits.com
Leading manufacturer and installer of quality retrofits, up- grades and replacement parts for S&S and Prime Flexo Folder Gluers. Specialists in reconditioning of S&S Flexo Folder Gluers, including ink, air and electrical systems.
CORRUGATOR BELT SERVICE LLC www.corrugator.com
Serving the corrugated box industry since 1991, Chicago- based Corrugator Belt Service LLC maintains corru- gator belts for peak board quality and performance.
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May 13, 2024
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