Comments on: Team Rewards http://www.christopheravery.com/blog/team-rewards/ Responsible Leadership, Teamwork, and Change Thu, 02 Feb 2012 13:56:30 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: What is Team Building Anyway? - Christopher Avery’s blog on Responsibility Redefined - Cracking the code on responsibility http://www.christopheravery.com/blog/team-rewards/#comment-7 What is Team Building Anyway? - Christopher Avery’s blog on Responsibility Redefined - Cracking the code on responsibility Thu, 01 Nov 2007 13:20:21 +0000 http://christopheravery.com/blog/2006/08/team-rewards/#comment-7 [...] Team Rewards [...] [...] Team Rewards [...]

]]> By: Mike Griffiths http://www.christopheravery.com/blog/team-rewards/#comment-6 Mike Griffiths Tue, 22 Aug 2006 14:21:43 +0000 http://christopheravery.com/blog/2006/08/team-rewards/#comment-6 Thanks for these insights; they address many of the root causes of traditional reward system problems.<br /> <br /> The recommendations that stand out for me were:<br /> <br /> 1. Replace scarcity models that single people out and alienate the rest of the group with opportunities for peer recognition within groups and allow a greater number of reward recipients.<br /> <br /> 2. Let the groups figure out reward distributions via Felt Fair Pay (FFP) and other structures.<br /> <br /> For my organization a challenge becomes, how do you position FFP so it appears as empowerment and not abdication of decision making? I.E. that it is a good thing for the group to determine distribution rather than a dismissal such as “You lot go figure out distribution and fight for it amongst your selves.”?<br /> <br /> Team based rewards can be unfair if slackers get the same benefits as people who worked very hard. I like the sound of FFP as it allows the team to distribute rewards fairly and in theory attribute rewards appropriately. I have not seen FFP used in practice, Chris have you seen articulate “charmers” or bullies get more than they deserve at the expense of bashful, soft spoken workers? Or does the system see through these “smoke screens” and award pay appropriately?<br /> <br /> One challenge I see is the temptation to avoid honest dialogue on FFP and instead the team decides on an equal split to avoid conflict. Now this would be signs of lack of trust, fear of conflict, and lack of commitment which are 3 of Lencioni’s 5 Dysfunctions of a Team. However, perhaps secret ballot voting of reward allocation could allow “safe” distribution under FFP?<br /> <br /> Can you extend FFP to other rewards such as time off, meals out, and gift certificates? I guess so with a little creativity.<br /> <br /> Thanks for the post; it has been very useful and thought provoking.<br /> <br /> Regards<br /> Mike Thanks for these insights; they address many of the root causes of traditional reward system problems.

The recommendations that stand out for me were:

1. Replace scarcity models that single people out and alienate the rest of the group with opportunities for peer recognition within groups and allow a greater number of reward recipients.

2. Let the groups figure out reward distributions via Felt Fair Pay (FFP) and other structures.

For my organization a challenge becomes, how do you position FFP so it appears as empowerment and not abdication of decision making? I.E. that it is a good thing for the group to determine distribution rather than a dismissal such as “You lot go figure out distribution and fight for it amongst your selves.”?

Team based rewards can be unfair if slackers get the same benefits as people who worked very hard. I like the sound of FFP as it allows the team to distribute rewards fairly and in theory attribute rewards appropriately. I have not seen FFP used in practice, Chris have you seen articulate “charmers” or bullies get more than they deserve at the expense of bashful, soft spoken workers? Or does the system see through these “smoke screens” and award pay appropriately?

One challenge I see is the temptation to avoid honest dialogue on FFP and instead the team decides on an equal split to avoid conflict. Now this would be signs of lack of trust, fear of conflict, and lack of commitment which are 3 of Lencioni’s 5 Dysfunctions of a Team. However, perhaps secret ballot voting of reward allocation could allow “safe” distribution under FFP?

Can you extend FFP to other rewards such as time off, meals out, and gift certificates? I guess so with a little creativity.

Thanks for the post; it has been very useful and thought provoking.

Regards
Mike

]]>