Goalsharing Scores HRMagazine April 2000

When employees can’t control cost or profitability, how can the employer make them feel that their efforts are contributing to the success of the company? GOALSHARING

Goalsharing plan pays out rewards for non-financial achievements These programs focus employees on what they can control Job performance Quality Service

It is recommended to only have 3-5 goals so employees don’t loose focus. Goals must be realistic, so the possibility of the reward isn’t too remote. Define the work unit size. Make sure its not too big or small so that the employee feels connected with the results. Make the achievement of goals measurable so they can see what needs to be accomplished to meet their goal.

Payment Pay it as a bonus separate from the original paycheck. That makes it more impressionable.

Results Lower turnover rate Long-term motivator Higher job satisfaction Employee’s personal efforts are linked to company’s performance