Having published decision rights is just one element of an accountability system. While it’s never pleasant to talk about the consequences of poor decisions, the reality is that to succeed, collaboration demands more distributed and empowered actions across your organization. With that empowerment comes not only more good outcomes but also the increased potential for bad ones. You will need to consider new ways of gaining input from teams on the quality of collaborative decision making and reward people who consistently make good decisions in a collaborative environment.
As part of their overall performance management, every Cisco employee is measured by peers and their managers on their collaboration factor, the result of which directly impacts how their performance is rated and, ultimately, the size of their total compensation. Other factors that determine the size of bonuses are tied to how well employees collectively perform in achieving certain shared goals that Cisco establishes annually, such as customer-satisfaction metrics and financial results. Collaborative cultures not only foster teamwork, they also reward it. Performance measures must strike a balance between how well employees carry out their individual roles and how much they contribute to collective outcomes.
— Ron Ricci and Carl Wiese
Reprinted with permission of the publisher. Copyright ©2012 Cisco Systems Inc.