Incentive Compensation for Contractors - Behaviors

This is the fun part where you see actual behavioral change across your team and with your customers.

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Contributors Sue Weiler-Doke David Brown

The benefits accumulate slowly but build exponentially as objectives are achieved. Conversely, it can be devastating to morale and effectiveness when the “wrong” behaviors are incentivized or perceived as not achievable or unfair.

The key is to identify wins early and repeatedly, celebrate them relentlessly, and communicate them comprehensively.

At the same time, we’ll discuss how to avoid the pitfalls of poorly defined or communicated incentive program details and the behaviors that indicate the frequency and scope of adjustments required to take advantage of a culture of continuous improvement.

In this video series, Courtney Stearns, Sue Weiler-Doke, and David Brown discuss the most common questions we get from contractors about incentive programs, including a bunch of great questions from the audience.

This is Part 5 of a 20-Part Series

Topics Covered in the Series Include:

  • Risks
  • Culture
  • Prerequisites
  • Succession
  • Types of Programs

All relationships start with a simple conversation. Let’s schedule some time to talk about your specific challenges and opportunities.

More from Courtney Stearns
Incentive Compensation for Contractors - Risks
The highest risk with any incentive program is the lack of a well thought out and systematic approach to either administering or implementing the program.
Incentive Compensation for Contractors - Audience Question: Higher Base Compensation?
There is absolutely no perfect ratio between base vs. incentive compensation. Here are the variables and some rules of thumb.
Incentive Compensation for Contractors - Audience Question: Keep Why Top Of Mind?
Incentive programs can be as seemingly small and informal as a handshake from a manager for a job well done up to very large cash compensation.