Experience 30-minute Issue Coaching session

Pay to Play or Work? Hot topic for HR Professionals

What is your opinion on performance pay? Have you experienced it?

I find it curious how industry compensation is arbitrarily designated to promote performance. The spotlight is often on the teaching profession, yet bonuses to Wall Street financiers are considered bonuses on their production. What is the distinction?

Interestingly, money is not a motivator for everyone. Also, depending on how performance pay is handled,
it can open the perennial can of worms as to the criteria used and if all employees are able to participate.
Worst of all, the perception of a bribe must be avoided at all costs. (More on bribe v. reward in another post.)

Here is top issues that motivate employees today:
• Job security
• Appreciation
• Bonuses attached to a specific “well done” project.
• Educational reimbursement
• Promotional and career paths.

What do you think? Please mention your industry segment. Thank you.




As a credentialed business coach and analyst, one of my primary functions is to work with individuals and company managers to clarify where they are presently, where they would like to advance, and what tools they have and need to achieve their desired outcome.

I use a variety of tools to assess perceptions including Platinum Rule instruments, my experience and training in assessing behavior. My preferred tool is the EQ-i®, emotional intelligence inventory. I have specialized training on the EQ-i® and DISC Inventories and access to multiple other sources including a company culture index. I prefer the EQ-i® because it is the least judgmental instrument I have found. It focuses on strengths and areas of development related to the goals set by the individual. For example, people are more likely to apply the EQ-i®’s information rather than label themselves by the Myers-Briggs categories.

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