Comments on: Agile Management http://blog.synaptus.com/2007/03/14/agile-management/ Just another WordPress weblog Tue, 06 Jan 2009 02:05:34 +0000 http://wordpress.org/?v=2.6.2 By: Steve http://blog.synaptus.com/2007/03/14/agile-management/#comment-10 Steve Wed, 14 Mar 2007 18:24:07 +0000 http://blog.synaptus.com/?p=20#comment-10 With respect to Merit-based pay, marketing guru Seth Godin relates his recent experience at, of all places, his local Toyota dealership (http://sethgodin.typepad.com/seths_blog/2007/03/good_is_not_alm.html). The output of his visit; some rather brutal advice that may be more generally applicable (if I weren't such a nice guy) across all areas of business: Seth's advice: Fire half your salesforce. Then, give the remainder, the top people, a big raise, and use the money left over to steal the best salespeole you can find from other industries or even from your competition. You'll end up with fewer salespeople. But all of them will be great. And the good guys? Have them go work for the competition. Seth is clearly all about "great", but we all should be. In the past, I've lost "great" people because I believed or didn't challenge the "good" pay guidlines provided by my HR group. If I had fought harder, I probably would have had different outcomes. With respect to Merit-based pay, marketing guru Seth Godin relates his recent experience at, of all places, his local Toyota dealership (http://sethgodin.typepad.com/seths_blog/2007/03/good_is_not_alm.html).

The output of his visit; some rather brutal advice that may be more generally applicable (if I weren’t such a nice guy) across all areas of business:

Seth’s advice: Fire half your salesforce. Then, give the remainder, the top people, a big raise, and use the money left over to steal the best salespeole you can find from other industries or even from your competition. You’ll end up with fewer salespeople. But all of them will be great.

And the good guys? Have them go work for the competition.

Seth is clearly all about “great”, but we all should be.

In the past, I’ve lost “great” people because I believed or didn’t challenge the “good” pay guidlines provided by my HR group. If I had fought harder, I probably would have had different outcomes.

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