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This is where PayCrew's owners share what they've learned in their combined fifty years of industry experience.
May 16, 2018
“The deepest craving of the human nature is the need to be appreciated.” William James This question has been asked in many different words on construction sites, but at the end of the day it means, “How’d I do today, Boss?” If I can answer that question with truthful, unbiased information, I have connected this person with his daily performance evaluation. One of two things will usually happen: either earning bragging rights or assessing the damages and learning from mistakes. Either way, truthful, accurate results create a crystal clear vision and mission for tomorrow! Let the conversations begin! This is where organizational learning happens intuitively. When frontline workers receive performance results daily and the results can be viewed by all […]
July 1, 2017
Performance has long been at the core of compensation management. The desire to pay more productive employees a greater wage is, in fact, a strong business strategy, but with the multi-faceted nature of jobs today, a simple measure of ‘performance’ is often very difficult to justify. More and more it is not just the effort put forth by the employee that makes them desirable, but also the amount of job based skills the employee possesses. Some of the potential outcomes of skill-based pay systems include a flexible workforce, lowered labor costs, and increased quality and productivity. Skill-based pay systems are based on the idea that employees will be proactive in obtaining new, job-related skills if they are compensated for such […]
August 5, 2016
You don’t improve engagement by focusing on engagement. You improve engagement by focusing on what drives engagement… TRUST. –Stephen Covey Our last article presented the need to understand the deepest craving of the human nature, appreciation, and the need to answer the workers’ question, “How’d I do today?” In order to do answer that question you’ve got to have the right measurements. However, the right measurements with the wrong motives will fail to create a fun and rewarding place to work. I believe that communicating with the right metrics is the first step to better engagement, and adding a culture of trust will multiply the speed of engagement and enjoyment. Research shows that most people want to be trusted. Why […]