American Strategic Management Institute

Designing and Implementing Employee Performance Incentive Programs

Incentive programs do not have to be intricately designed systems that require data from every behavior exhibited by your employees. What is most important is how they relate to the goals you espouse and how they are valued by employees. Many companies default to strictly monetary and extrinsic benefits as the sole motivator of their workforce. This approach is negligent because it drains valuable resources and treats people as a cost factor. This approach also neglects the fact that people value simple recognition programs that have zero monetary value. This training will enable attendees to gain executive sanction for employee ranking and reward systems that provide solid incentives for continuous performance improvement.

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Designing and Implementing Employee Performance Incentive Programs
DAY ONE: Assessing &Communicating Employee Performance Evaluations

Module 1: Developing Innovative Incentive Programs that Drive Growth
• Establishing incentive programs that reward exemplary performance
• Developing recognition programs that reinforce teamwork and citizenship behaviors
• Creating formal processes that track and motivate strategic performance

Module 2: Achieving Executive Buy-In for Employee Performance Incentive Programs
• Identifying key gaps in organizational performance for the focus of employee incentives
• Developing a business case of cost-benefit of employee incentive programs
• Measuring your incentives: establishing an accountability system of measures to report ROI to decision makers

Module 3: Create a Competitive Environment by Making Employee Performance More Transparent
• Reporting performance measures through dashboards and other systems that are accessible and transparent to employees
• Call out your top and most improved performers

DAY TWO: Achieving Strategic Goals through Employee Performance

Module 4: Making Meaningful Distinctions Based on Relative Performance
• Make meaningful distinctions between high- and low- performing employees
• Define performance expectations that reflect job requirements and more accurately

Module 5: Linking Measured Performance to Salary Increases and Bonuses
• Develop a compensation program that motivates future performance and improves job satisfaction
• Create a system for employees who meet their performance expectations

Module 6: Developing Non-Financial Incentives and Recognition Programs
• Establish balanced, flexible recognition programs
• Use competitive and prestigious non-monetary awards

Module 7: Executing Employee Performance Incentive Programs
• Establishing feedback systems that update employees on their progress towards incentives
• Providing detailed criteria for achieving incentive and promotion opportunities
• Implementing multiple incentive options so employees may choose attractive benefits organizational levels