All Articles Leadership A split on pay-for-performance

A split on pay-for-performance

1 min read


SmartPulse — our weekly reader poll in Smartbrief on Workforce — tracks feedback from leading managers and HR practitioners. We run the poll question each Thursday in our e-newsletter.

Last week, we asked: Are you adding pay-for-performance compensation and rewards plans at your company?

  • Yes — we are adding more people to these plans, 33%
  • We don’t have any pay-for-performance plans, 32%
  • No — we are keeping people on the same plans, 31%
  • No — we are decreasing the number of people in these plans, 4%

Anyone who has worked with me in any HR capacity knows I am a big fan of pay-for-performance whenever possible. While not every position in a company is revenue generating, those who are a part of that chain should feel the pain and pleasure the company feels when they get a sale or lose it. Not surprisingly, most people are either adding people to pay-for-performance plans or keeping them on their current one.

Lance Haun is community director for, the main guy over at and a member of the SmartBrief on Workforce Advisory Board.