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In a down economy, current performance metrics often result in lower (or no) payouts and it can be challenging to set meaningful performance metrics going forward.

Working with management, boards have to sort through all of the noise — opinions, ideas and information — and make rational, informed decisions about how to set priorities, allocate resources and make investments.

Those benefits include setting competitive executive pay programs that are aligned with market standards — which, in turn, can help attract and retain top talent — while addressing other challenges, such as goal setting.

Assessing Skill Sets Employers should conduct talent assessments of employees’ skill sets relative to the jobs they have today — and the job changes anticipated for tomorrow, said Julia Lamm, a workforce transformation partner at consulting firm PwC.

Sales compensation designers apply a set of uniform principles to each unique job to arrive at the best incentive plan design.

The majority of respondents — 53% — believe standards for employer benefits should be set at the federal level, but that percentage has trended downward from a high of 60% in 2018.; NEW!

;Primary performance measure was set at 60% weight and recurring revenue performance measure was set at 40% to motivate sales salespeople mindshare to service, consumables and reagents sales.; The company provided intensive training and communication materials to educate and engage the sales force on the new plan.

Therefore, it is imperative that organizations set goals that are clear, attainable and measurable.

However, it’s important to note that the research on employee participation in goal setting is mixed, with other research finding that supervisor-set goals are more powerful than self-set goals (CIPD 2016).