Structure in Threes: Management Systems

For the record I’m typically for performance based compensation systems.  Maybe because I think you should be focused to perform your role for the best of the company to start with.  I see approaches such as stack ranking, top grading, etc. as creating a cascading effect that has employees and management “game” the system.  The end result is a death spiral where people spend more time looking good than doing good at the expense of the customer and investors.  After reading chapter eight of Rummler’s book reDiscovering Value, I see why and where these systems have gone wrong; basically measuring and rewarding the wrong behavior (local optimization) rather than doing the best to create value across the enterprise.

I’m finding a lot to like about Rummler’s approach towards creating a management system that works:

  • First reengineer the processes cross functionally to enable real value creation
  • Second design a dual management system that focuses on the value creation performance and then resource performance
  • Third design the compensation system weighted towards value creation system performance as top priority

I can see this approach keeping in check the desire to optimize resources in deference to creating value which is what keeps a business in business.

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About briankseitz
I live in PacNW in a small town and work for Microsoft as a Enterprise strategy and architecture SME. I enjoy solving big complex problems, cooking and eating, woodworking and reading. I typically read between 4-8 business and technology books a month.

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