¿Cómo puede garantizar la transparencia y la coherencia en su sistema de recompensas?

Clarity in Criteria: Clearly define and convey the standards for rewards and acknowledgment. Establish performance indicators, benchmarks, and metrics that drive rewards and make sure they support strategic goals. Employee understanding of expectations is aided by this clarity, which also encourages reward process transparency.

Um Transparenz und Konsistenz in einem leistungsorientierten Vergütungssystem sicherzustellen, sind funktionsspezifisch differenzierte aber funktionsübergreifend aufeinander einzahlende Beurteilungskriterien auszuwählen. Es sollte für die Mitarbeitenden nachvollziehbar sein bzw. gemacht werden, wie ihr persönliches Verhalten die Messgröße beeinflussen kann und wie dieses Kriterium auf den Unternehmenserfolg einzahlt.

El sistema de recompensas debe ser transparente, coherente con los valores definidos como propios de la empresa, mantenidos de una forma coherente en el tiempo, aunque puedan variar anualmente de forma leve. Igualmente sería muy motivador que parte de esos puntos a remunerar cuenten con aportaciones por parte de los empleados; una de las formas sería eligiendo lo mismos parte de los objetivos medibles y remunerables entre una batería aportada por la compañía.

Not only just money. We live in a world where, especially the newer generations, feel more satisfied receiving acknowledgments that improve their well-being. Understanding the characteristics of the company's target population (DEI Analysis) and listening to their needs (also through surveys) can help management in defining targeted and effective reward plans.

The criteria must be clearly defined, uniquely determinable, and numerically measurable. It is also important that they are shared at the beginning of the process by the management, and that they are proportional to the role held and the positioning of the employee within the performance evaluation process.

Role Model Authenticity. True leaders will have done the work to achieve a sense of self esteem that is intrinsic and enables them to own their own flaws and challenges openly. Rather than this creating a loss of credibility - it ironically builds trust, relatability, psychological safety and demonstrates integrity. For perfectionists and any leader outsourcing their status/sense of self worth to the opinions of others - this attachement makes genuine Authenticity and transparency close to impossible - the solution is in the inner work, which is creates powerful ripple effects in a workplace culture and performance standards.

Leverage official and unofficial networks and platforms can help in this for either/both sides of the communication. One thing that works well is also the informal aspect, understand the channels, concerns, what's working, what isn't. Being cued in with the local HR team is greatly beneficial in this regard.

While it's important to ensure transparency, consistency, and clear communication of criteria in your reward system, consider incorporating a framework that values merit. This allows room for recognizing unique achievements and encourage a culture of continuous improvement

It’s critical to provide training to your managers who are allocating work, providing feedback, assessing performance and recommending rewards for their direct reports. This will help ensure that they understand how they can support a consistent and equitable performance management process. Consider including content on how to recognize and mitigate unconscious bias throughout the performance process.

Todos los puntos tienen algo de razón, pero recordar que no todos los empleados son iguales y también no tienen las mismas capacidades, con el mismo titulo profesional, se debe tomaren cuenta los años de experiencia y estratificar para no discriminar; y así, todos los empleados puedan ser premiados en base a una categoría.

In my opinion, transparency is also linked to a 360-degree evaluation process. We should move away from the traditional model of the "evaluating boss" and the "evaluated employee." Employees are part of a team, which in turn is part of an organizational structure, which in turn is within the company. Regardless of position and role, everyone should evaluate and be evaluated based on the professional relationships they experience in their workday. By doing this, the clarity of the evaluation within the positioning of each individual employee in the company's reward system is increased.