Performance Pay Gaining Support Among U.S. Employees, According to Global
Survey by Kelly Services(R)
Latest Findings From Kelly Global Workforce Index(TM)
TROY, MI -- (Marketwired) -- 06/24/13 -- There is widespread support
for performance-based pay among employees in the United States, with
nearly a third of respondents to an annual survey indicating their
employment is compensated through a variable pay arrangement, and
many others saying they would become more productive if they were.
According to the latest findings from the Kelly Global Workforce
Index (KGWI), a total of 32 percent of U.S. respondents have their
pay connected to some form of performance or productivity targets.
The annual survey, conducted by Kelly Services, analyzed responses
from more than 120,000 respondents in 31 countries, including nearly
12,000 in the United States.
Among those not on performance-based pay, 40 percent say they would
be more productive if they had their earnings linked to
Steve Armstrong, Senior Vice President and General Manager of U.S.
Operations for Kelly Services, said the trend reflects widespread
recognition that organizations and individuals are most productive
when their interests, including incentive-based pay, are aligned.
"There are many employees who are clearly confident in their ability
to perform their jobs well, and they want the opportunity to be
compensated according to their performance," Armstrong said.
Results of the survey in the U.S also show:
-- When asked to choose between pay for overtime worked, or
pay-for-performance, respondents are almost evenly split, with 45
percent preferring pay-for-performance, and 49 percent choosing paid
-- Less than half (39 percent) of those surveyed agree that their current
pay is equitable.
-- Among professional and technical employees, the highest rates of
performance-based pay are in sales (68 percent), and marketing (44
percent). The lowest are in education (21 percent) and science (28
Performance-based pay includes any arrangement where an element of the
total remuneration is tied to meeting performance targets, including
profit sharing, performance b
onuses and sales commissions.
"Performance-based incentive plans can be a win-win situation.
Employees can benefit from the opportunity to work smarter and raise
their earnings capacity, while employers benefit from increased
productivity and a more engaged workforce," Armstrong said.
Complete findings are published in a new report, Paying for
Performance. For more information about the Kelly Global Workforce
Index and key regional and generational findings, please visit the
Kelly(R) Press Room or kellyservices.com.
About the Kelly Global Workforce Index(TM)
The Kelly Global Workforce Index is an annual survey revealing
opinions about work and the workplace from a generational viewpoint.
Approximately 122,000 people from the Americas, APAC and EMEA
participated in the survey. Results will be published throughout 2013
on a variety of topics such as employee retention, social media and
technology, and the changing workplace. Visit kellyservices.com to
review findings on the current topic.
About Kelly Services(R)
Kelly Services, Inc. (NASDAQ: KELYA) (NASDAQ: KELYB) is a leader in
providing workforce solutions. Kelly offers a comprehensive array of
outsourcing and consulting services as well as world-class staffing
on a temporary, temporary-to-hire, and direct-hire basis. Serving
clients around the globe, Kelly provides employment to more than
550,000 employees annually. Revenue in 2012 was $5.6 billion. Visit
www.kellyservices.com and connect with us on Facebook, LinkedIn, and
Twitter. Download The Talent Project, a free iPad(R) app by Kelly
iPad is a trademark of Apple Inc., registered in the U.S. and other
countries. App Store is a service mark of Apple Inc.
Kelly Services, Inc.
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