Our company is in the middle of creating a new interdisciplinary team. Our boss for the interdisciplinary team is planning to restructure the way People are being promoted/paid. He does not want to be the sole decision maker to determine the pay, because "the loud people get more".
He wants to measure individual performance by co-workers so that career paths are democratized. I get were he is coming from. However, I think this can go wrong in many, many ways. I have voiced my concerns about the ways these things can go wrong. I found and read a lot of literature that outlines how performance measures can be done (or go wrong).I was able to convince him to at least consider other parameters than "does a lot of Overtime". Yet, me (and him) cannot find any principled guides that outlines some procedure with which one can develop a plan to link performance to pay. I found some ways to:
- develop some sensible performance indicators (with ProMES)
- ways to control the process from becoming too complicated
But I am at a loss about how to link Performance indicators to career paths or pay. What principled ways are there?