In the face of an established system that embodies extrinsic "if then" rewards, and all the negative behaviors that follow, how can you START to make a change?
I work for a large, multi-national firm. We are successful, mature and growing nicely. For 11 months of the year we focus hard on bulding personal and team capabilities, reinforing our culture and values and regularly end up in the Uk's top 10 large companies to work for. The problem is that in the twelfth month we operate a retrospective reward scheme that operates to a forced distribution model. As you can imagine at year end collaboration goes out of the window as it's every man and women for themselves! The outcome is that every Autumn 90% of our colleagues are (to a greater or lesser extent) disenchanted.
It has become clear to me that we need to consider other options.
My challnnge is this: in the face of an established system that embodies extrinsic "if then" rewards, and all the negative behaviors that follow, how can you START to make a change? We have recruited and rewarded people who follow and are turned on by the current model so removing such a scheme has cultural and contractural issues. Are we trapped? If not are there any case studies of large organizations that have transitioned?
The reward system has previously been used as a way to attract and retain colleagues. The position is seen as binary - 'we either have a bonus culture or we are not'. As long as there is not path out the orgasnation cannot start to make a change.