Motivating High Performance in an Organization
A municipal utility wanted to become a more progressive, results-oriented firm that could attract, develop, and retain high-caliber employees. The firm turned to Macro to create a performance- and competency-based compensation and career development system. To accomplish this objective, we reviewed major practices within the utility that affected employee performance, including hiring and retention; quality of work life; career development and training; management, delegation, and empowerment; rewards, recognition, and compensation; and internal communications. Based on this research, we created a salary-banding structure that allowed for greater flexibility and growth potential. We also designed a career development system supported by a revised performance appraisal process. To introduce these changes, we conducted organizational change workshops for the entire organization as well as training on the new system and related processes.