Remuneration, benefits & recognition | Page 44 (512 items)

A senior employee whose performance was never assessed to determine whether she was eligible for a bonus has been awarded $74,000 in damages after a court confirmed her employment agreement was breached.

No matter how much employees are told not to talk about their pay, they will, so unfair remuneration systems are bound to generate resentment and compromise engagement, according to the authors of a new book.

Good communication to employees about pay and rewards can provide the same - and more - benefits to employers as actually increasing pay levels, new research shows.

Encouraging employees to work together, yet basing rewards on individual performance, can compromise their ability to work as a team, according to research conducted by Melbourne Business School professor Karen Jehn.

When employees' pay is reviewed, line managers tend to take credit for favourable decisions but "blame HR" for the not-so-good ones, says Hewitt Associates senior remuneration consultant Jean Hanna.

A lump-sum bonus is more likely to prompt a disengaged worker to resign than to perform, says Retention Partners director Lisa Halloran.

Organisations in the process of updating employment contracts need to be aware of six potential traps that could land them in legal trouble, say Kemp Strang employment lawyers.

Public companies will be required to set targets for and report on the proportion of women employed on their boards, in senior management positions and throughout the whole organisation, under proposed changes to corporate governance rules.

Using incentives to motivate employees and boost their productivity is outmoded, according to author Dan Pink, who says it's time to employ three new motivators: autonomy, mastery and purpose.

Managers should acknowledge the work put in by their employees on a daily basis, says RedBalloon for Corporate account director James Wright.