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The Seamless Workforce

The Seamless Workforce

In case you missed it: March 19 11:26am

Semi-annual bonuses: Keeping up with the Jones (or the Harmans) 12:18pm

• Be honest with employees. Making quick, short-term changes to compensation can seem attractive, but it may communicate desperation or a change in your brand. If it is indeed short-term, make sure it's clear, and aimed at a clear, immediate goal of improvement. Don't sell it as a substitute for long-term performance, or a "new, improved" compensation plan.
• Keep imparting the long-term vision. Don't forget how short-term changes can affect long-term plans. Keep infusing your company with reminders of the long-term goals and strategies that make you successful. Yes, it's great to get money sooner, but it's better to have a growing company with opportunities for its employees.
• Stay competitive with salaries and benefits. As we've all seen in the papers, bonuses can be a double-edged sword. And in reality, there really is no equality in this area because not everyone is eligible and goals can vary. The best insurance is to make sure you are competitive with overall compensation within your marketplace.
• Remind executives of your employment brand. Does such a change impact your employment brand? Absolutely. Not to say it couldn't be a positive change, but if you've put a lot into creating a good workplace, a change like this could tilt the balance back to compensation. Can you, or do you, really want to compete on the basis of your bonus plan?

Does your workforce partner complete you? (Part 2 of 2) 2:34pm

• Have you always had the dance, and you just keep putting on the same event every year (i.e. same RFP year after year)?
• Did you have a dance committee? Who was involved in the decision to have the dance, and are they still involved? What's the theme for the dance (cost savings, vendor consolidation, centralization, etc.)?
• Was the last dance successful? Or did the D.J. stink (i.e. Chimes) and was the punch flat? Did everyone (the managers) have a good time?
• What is your organization's current situation? Are you still thinking about the big dance (global), or should you scale back? Is it going to be larger or smaller than last year?

• The Just Friends Date: They were the best option at the time (your largest supplier), but you constantly find yourself looking around the room.
• The Trophy Date: You have what everyone thinks is the hottest date (biggest name), but you quickly find out that she can't dance, doesn't like the same songs, or only has one move.
• The Card Date: Seemed like a sensible choice (lots of programs and references), but when the music starts, she just stands in one place and kind of "shoulder" dances.
• The Overdressed Date: All about appearances (good sales presentation, lots of features), but when you get there, she turns out to be high maintenance, and spends so much time in the bathroom, you barely make it to the dance floor.