the need for reward innovation - hrpa€¦ · • total rewards • intrinsic vs just extrinsic...
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1
The Need for Reward InnovationJon Ingham@joningham
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2Introduction
Jon Ingham
• Worked as International HR Director for Ernst & Young / EY
• Also as Director in Human Capital Consulting for Buck
• Now independent consultant, based in UK, working globally
• Interested in people strategy and innovation
• Blogger at 10 year old site – Strategic HCM
• Co-author with Dave Ulrich of ‘Building Better HR Departments’
• Author of ‘The Social Organization’ (available to buy in bookshop)
• Contributor on reward to two ATD books on talent management
@joningham
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3Problems with Reward
How likely are employees to recommend your company to a friend based on its rewards package?
What we discovered in Bersin’s first High-Impact Rewards survey is troubling: The NPS of employee rewards, which we calculated from more than 1,100 survey responses, was negative 15 (−15)
@joningham
Source http://blog.bersin.com/prediction-4-companies-will-need-rewards-packages-their-employees-can-love/
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4Problems with Reward
Dan Ariely / Stephen Dubner – Value of Social Contracts
@joningham
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5Problems with Reward
Lynn Stout - Pay for performance promotes selfishness and reduces prosocial behaviour
@joningham
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6Changes in Other Areas of Talent Management
Recruitment
InternalCommunication
Learning &Development
PerformanceManagement
@joningham
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7Value in Transformation@joningham
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8Value in Transformation@joningham
Performance Leadership• Build capability and engagement to create new opportunities for the
business• Discretionary rewards and recognition
Performance Alignment• Ensure each individual is contributing to the business
• Provide bonus or increase challenge in objectives (reflect in size of job / pay)
Performance Administration• Help people deliver in their jobs
• Base pay
Createvalue
Addvalue
Value formoney
Source: http://strategic-hcm.blogspot.co.uk/2008/04/innovation-in-performance-management.html
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9Group Based / Peer to Peer Reward@joningham
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10Group Based / Peer to Peer Reward
IGN Entertainment has developed an innovative system where it's the employees themselves who help decide how much should go to each worker.
It's called "viral pay.” Twice a year, in January and July, IGN creates a basket of tokens (called "Tokens of Appreciation”). It distributes the tokens among employees and has them give their tokens—which are worth $1 each—to whatever other employees they want.
@joningham
Source http://www.fastcompany.com/1801532/ign-employees-use-viral-pay-system-determine-each-others-bonuses
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11A Changed Context
• SMAC technologies• Newer digital systems including talent and contingent worker platforms• Further disruption likely eg Blockchain
• More interest in meaning and self-actualization (not just Gen Y)• Less loyalty but remaining interest in longer tenure if appropriate opportunities can be provided• Pressure on living wage and concern over executive pay
• Increased focus on skills and tasks vs jobs• Greater variety of contractual arrangements• Need for groups of specialists to meet complex and systemic organizational problems• Reducing hierarchy and increased use of teams, communities and networks
• Greater transparency (Glassdoor, Payscale, Linkedin etc) and need for strong employer branding• Possible moves towards Universal Basic Income
@joningham
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12Discussion
1. What innovations have you implemented in your reward practice?
2. Where do you see major opportunities for further transformation?
3. Do you think Reward functions have been sufficiently innovative?, and if not, what can be done to increase openness to innovation in the future?
@joningham
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13The Basis for Innovation@joningham
Strategic objectivesand principles
Divergentthinking
Convergent thinking
Identifyoptions, pros and cons
Implementsolutions
And managetrade-offs
Review & enhance
Business strategy
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14Netflix Market Based Reward
Netflix:• Goal is to keep each employee at top of market for that
person• Market compensation always applies and top of market
comp is re-established each year for high performing employees
• At annual compensation review manager has to answer the three tests for he personal market for each of their employees:
• What could person get elsewhere?• What would we pay for replacement?• What would we pay to keep that person if they had a
bigger offer elsewhere?
@joningham
Source: http://jobs.netflix.com/
http://jobs.netflix.com/culture
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15Strategic Reward Objectives and Principles
Reward objectives, eg:• Recruit, retain, motivate• Market competitiveness• Level of decision making (hierarchy not going away completely)• Flexibility across roles• Contribution to groups and whole organisation (social talent)• …
Reward principles, eg:• Total Rewards• Intrinsic vs just extrinsic motivation (eg recognition)• Internal and external relativities• …
@joningham
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16Potential Reward Activities
• Optimizing current approaches:• Informing vs just supporting financial budgets• Focusing differentiation on top social and critical to retain
talent• Focusing progression on smaller number of meaningful
grade changes (and dual / multiple careers)• Enabling managers to make pay decisions more flexibly• Personalizing reward• Communicating approach and value of reward (“Never
reward without recognition”)
• Pay transparency and reduced differentials• Team / group based reward• More extensive use of technology, data and analytics
@joningham
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17Core and Contingent Workforces
Contingent workforce:• Hired per task and paid on task
completion (perhaps on Blockchain?)• Rates often kept low through
competition on a gig working platform, though with some account taken of quality too (perhaps through social recognition measures)
• Works best for tasks which can be separated from other work and described objectively
@joningham
Core, retained workforce:• Focused on more complex activities, requiring
group work and investment in relationships• Social talent = connectors, energizers and
network brokers• Often less easy to measure quantitatively• Even more focused on intrinsic motivators• Group based financial rewards (or individual
rewards that do not impact group working)• Avoiding social loafing• Need for equitable vs just equal reward
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18
Horizontal teams Networks
Simple groupings Communities
Task focus,Extrinsic motivation
Human focus,Intrinsic motivation
Internal orientation
Externalorientation
Teams and Other Groups / Networks@joningham
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19
Horizontal teams requiring deep collaboration.
Variable pay based on team performance and individual’s contribution
to team
Networks of individuals cooperating with each
other.Funding based on
friendly competition between network
members
Simple groupings ofpeople working largely
individually.Main motivators base
pay and functional progression
Communities cultivating relationships between
members.Investments in things
members are passionate about
Task focus,Extrinsic motivation
Human focus,Intrinsic motivation
Internal orientation
Externalorientation
Group Based Financial Reward@joningham
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20Gamification@joningham
Games
Players&
motivesBusinesscontext
Changes inbehavior/ motivation
Game mechanics
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21Discussion
1. Which of these or other changes offer the greatest opportunity for improvement or transformation?
2. What steps need taking to introduce these innovations?
@joningham
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22Experimentation
Why are companies so much more innovative when it comes to jiggering with their balance sheet or product line than human resources?
It is a question that is dumbfounding Dan Ariely, and he told me that companies were loath to try out anything new on their employees. “There is no worse place to try to do experiments than human resources,” he said. “The first thing on their mind when they hear the word ‘experiment’ is lawsuits.”
@joningham
Source https://www.ft.com/content/fbe9937a-cffb-11df-bb9e-00144feab49a
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23For More Information
Email: [email protected]
About me: joningham.com
About my business: strategic-dynamics.co.uk
People: strategic-hcm.com / strategic-hcm.blogspot.com
Organisation: organization.social
linkedin.com/in/joningham
twitter.com/joningham
Phone: +44 7904 185134
@joningham