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WHITE PAPER: Does it Pay to tie Pay to Performance? |Kelly Global Workforce Research

Forty-six percent of workers believe they would perform at a higher level if their pay was tied to their performance.

Most employees believe they’re worth more than what they’re being paid. But many also believe they would be more productive if an aspect of their pay was tied to their performance. Pay earned for achieving specific goals has the potential to both drive productivity and change employee perspectives on their worth to the company.

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With the opportunity to directly impact organizational performance, why not give employees what they want?

“When you pay workers for their time, they’re willing to give you as much of it as you are willing to pay for. But, that doesn’t necessarily mean they’re maximizing productivity during that time.” – Tony Bradley, PC World

 

The Kelly Global Workforce Index supports the notion that most employees are not satisfied with the level of remuneration they receive from employers. Respondents were asked to what degree the pay or compensation they received for their work was equitable.

Globally, only 38 percent believe they are paid a fair amount for their work.

The question also raises an interesting idea for employers and HR managers. If employees don’t see their rate of pay as fair, it implies they are confident in their capabilities and quality of work. Employers can harness this confidence by shifting to a remuneration structure that offers incentives for performance.

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About Kelly Services - Global:  Kelly specializes in providing world-leading staffing solutions. Backed by an international network of more than 2,600 offices in 39 countries, including 21 European countries,  is serving clients around the world by delivering a wide range of services, including recruiting, human resources management and placement for job-seekers. All offices, with more than 555,000 employees, apply the principles of Total Quality Management (TQM).

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