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Callidus Communication November 2007

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Callidus Sales Performance Conference San Diego, CA November 13, 2007 Are We Communicating? How To “Sell” The Total Rewards Package…Successfully! John A. Rubino, President Rubino Consulting Services [email_address] rubinoconsulting.com
Global Research Consistently Shows That Most Organizations Do A Poor Job Of Communicating With Their Employees. WHY????
Three Primary (Mega) Objectives Of Managed Communication: ,[object Object],[object Object],[object Object]
Tools And Techniques For Effective, Managed Communication… ,[object Object],[object Object]
Communication Methodology A Framework For Effective Communication ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
1. Analyze The Current Situation ,[object Object]
2. Define The Communication Objectives ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Are These Communication Objectives “SMAART”? ,[object Object],[object Object],[object Object],[object Object]
3. Establish The Key Messages ,[object Object],[object Object],[object Object],[object Object]
What Are The Key Messages? ,[object Object],[object Object],[object Object],[object Object],[object Object]
4. Conduct The Audience Research ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
5. Choose The Media Many Choices, Many Combinations ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Coca-Cola Enterprises, Inc. Total Rewards Statement ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Sun Trust Banks, Inc. Broad-Based Stock Option Program ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Communication Methodology For The New Total Reward Strategy (‘Example’) ,[object Object]
Communication Methodology For The New Total Reward Strategy ,[object Object]
Communication Methodology For The New Total Reward Strategy ,[object Object],[object Object],[object Object],[object Object],[object Object]
Communication Methodology For the New Total Reward Strategy ,[object Object]
Communication Methodology For the New Total Reward Strategy ,[object Object],[object Object],[object Object],[object Object]
Communication Methodology For the New Total Reward Strategy ,[object Object],[object Object],[object Object],[object Object]
Communication Methodology For The New Total Reward Strategy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Communication Methodology For The New Total Reward Strategy ,[object Object],[object Object]
Communication Methodology For The New Total Reward Strategy ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Total Rewards Package… **It All Starts With EFFECTIVE PERFORMANCE MANAGEMENT** **Performance Management Needs To Be At The Core Of Everything That We Do!**
The Goal of Performance Management ,[object Object],[object Object]
The Rationale for Performance Management ,[object Object],[object Object]
What Is Successful Performance Management? ,[object Object],[object Object]
What Is Unsuccessful Performance Management? ,[object Object],[object Object],[object Object],[object Object],[object Object]
Performance Management: A Continuous Process ,[object Object],[object Object],[object Object],[object Object]
Effective Performance Management: The ‘Cascading’ Approach ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
Total Rewards Objectives: We Want to Create and Support… ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
The Total Rewards Plan ,[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
6. A Successful Plan Yields Financial Returns to the Company ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
7. A Successful Plan Involves Employees And Managers ,[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
9 (a). A Successful Plan Sets Forth Clear Performance Goals ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
9 (b). A Successful Plan Sets Forth Clear Performance Goals ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
VARIABLE PLAN ‘FRAMEWORK’ (Can Be Tailored To Your Organization) RANGE: PERFORMANCE TARGET 0 – 150% WEIGHTINGS TIER OPPORT. OF TARGET CORP. DEPT. INDIV. ---------------------------------------------------------------------------------------------------------- 1 – Officers 35.0% 0 – 52.5% 70% 20% 10% 2 – Directors 25.0% 0 – 37.5% 40% 50% 10% 3 – Managers 15.0% 0 – 22.5% 30% 50% 20% 4 – Profess. 10.0% 0 – 15.0% 20% 20% 60% 5 – Support 8.0% 0 – 12.0% 10% 20% 70%
VARIABLE PLAN Performance Criteria (example) Corporate criteria (Quantitative): NET INCOME (% growth over previous year) Criteria Payout MAXIMUM >=17% 150% TARGET 12% 100% THRESHOLD 9% 50% <9% 0 (Interpolate for points in-between)
Seven Steps to a MOTIVATION-FREE Total Reward Package ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Callidus Communication November 2007

  • 1. Callidus Sales Performance Conference San Diego, CA November 13, 2007 Are We Communicating? How To “Sell” The Total Rewards Package…Successfully! John A. Rubino, President Rubino Consulting Services [email_address] rubinoconsulting.com
  • 2. Global Research Consistently Shows That Most Organizations Do A Poor Job Of Communicating With Their Employees. WHY????
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  • 24. The Total Rewards Package… **It All Starts With EFFECTIVE PERFORMANCE MANAGEMENT** **Performance Management Needs To Be At The Core Of Everything That We Do!**
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  • 44. VARIABLE PLAN ‘FRAMEWORK’ (Can Be Tailored To Your Organization) RANGE: PERFORMANCE TARGET 0 – 150% WEIGHTINGS TIER OPPORT. OF TARGET CORP. DEPT. INDIV. ---------------------------------------------------------------------------------------------------------- 1 – Officers 35.0% 0 – 52.5% 70% 20% 10% 2 – Directors 25.0% 0 – 37.5% 40% 50% 10% 3 – Managers 15.0% 0 – 22.5% 30% 50% 20% 4 – Profess. 10.0% 0 – 15.0% 20% 20% 60% 5 – Support 8.0% 0 – 12.0% 10% 20% 70%
  • 45. VARIABLE PLAN Performance Criteria (example) Corporate criteria (Quantitative): NET INCOME (% growth over previous year) Criteria Payout MAXIMUM >=17% 150% TARGET 12% 100% THRESHOLD 9% 50% <9% 0 (Interpolate for points in-between)
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