How Teledata Encourages Its Employees To Be The Best
Dedication to excellent work is critical to us here at Teledata. We provide an exciting and productive environment where everyone is happy to come to work. We want to keep our excellent employees, which is why we have a rewards-for-performance plan in place.
Teledata’s HR manager, Emmanuel Tettekpe explains that when employees contribute to the improvement of the performance and productivity of their organization, it makes sense to reward them, so they want to keep working well.
As a forward-thinking private organization, at Teledata we are always looking at how we can increase the value of our employees. We want them to invest 100 percent of their time, attention and energy in their jobs. One of the best ways to do this is through compensation.
“Compensation plays such a crucial role because it is the heart of the employment relationship. It is of critical importance to both employers and employees. Compensation promotes the social good by enabling employees to participate as consumers in the economy actively,” Emmanuel says.
At Teledata we believe we all need to work as productively as possible and to produce the highest quality products or services.
What is pay-for-performance?
We strive to get the best out of each of our employees. This is why we have a rewards/pay-for-performance philosophy.
As Emmanuel says, this term “pay-for-performance” refers to a broad range of compensation options. It can include merit-based pay, bonuses, salary commissions, team/group incentives, and various gain-sharing plans. Many organizations around the world use this.
It is about differentiating the pay between average performers and outstanding performers.
“Organizations operating under a pay-for-performance philosophy do not guarantee additional or increased compensation simply for completing another year of organizational service,” Emmanuel explains.
“Instead, they structure pay and incentives to reflect performance differences among employees. Employees who perform well receive the larger increase in compensation. Those who do not perform satisfactorily see little or no increase in compensation.”
The rewards-for-performance strategy emphasizes employee accomplishment on the job, not the causes of these achievements. It means that if a new employee with a Higher National Diploma performs a job as well as someone with five years experience and an MBA degree, the two should be rewarded equally.
While we know seniority or educational background are important determinants of an employee’s job performance, this doesn’t mean someone who has been with a company longer or has a better degree will be necessary work better.
Why Teledata embraces the pay-for-performance plan
Teledata is a progressive organization. When results are directly tied to the pay-for-performance program, we get the best from our employees.
This strategy means we clearly define what effective performance is, so we can determine what factors are likely to help staff achieve it.
Expectations are clear under this system. Employees know how their results will be regarded and how they can achieve them.
Organisations that reward high-level performance attract employees who work well, and productivity. These kind of workers are typically for pay-for-performance plans.
It works for Teledata. That is why we have been able to recruit and retain such great staff!