Tandehill Human Capital
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Tandehill Perspectives
Tandehill regularly offers its perspectives on helping companies improve their investment in employee pay. Following is a sample of articles written by Tandehill consultants, or about Tandehill consultants and their work.

“[Tandehill] is teaching rank-and-file workers in tough jobs how to devise incentive plans. In the process, employees are being rewarded with things money can't buy- more dignity and a greater sense of purpose.”
— Fast Company Magazine

“If you are lucky enough to work at a plant with a pay scheme designed by [Tandehill]...you can learn a new technical skill and go for that promotion.”
— from the book Unshrink by Max McKeown

“Pay should provide employees with a fair return on their investment of time, skills and energy, but ideally, it should not provide them with the fundamental reason they come to work each day.”
— Total Rewards: The Employment Value Proposition
Downloadable .pdf files
A Two Component Approach to Compensation - Personnel Journal article by Brad Hill suggesting that organizations should reduce their salary increase budgets and increase their incentive pay budgets to better pay for performance.
Assessing Variable Pay Readiness - Chapter in the Executive Handbook on Compensation (The Free Press) by Brad Hill describing how to evaluate the likely return on investment in variable pay.
Base Pay Increases and Merit Bonuses: An Approach to Annual Compensation Increases - Compensation & Benefits Management article by Brad Hill describing what type of performance should be rewarded with base pay increases and what type of performance should be rewarded with variable pay.
Bonuses Aren't Just for the Bosses - Fast Company article by Rekha Balu describing the benefits of Brad Hill's approach to designing incentive pay plans.
Communication Pays Off - HR Magazine compensation special report by Lin Grensing making a case that employees who understand how they are paid are more motivated.
Dual Career Paths: Recognizing the Technical Contributor - Journal of Compensation & Benefits article by Brad Hill describing the advantages of dual career paths and a process for developing them.
Five Steps to Quality Sales - Bureau of Business Practice Sales Manager's Bulletin explaining how to reward the quality as well as the quantity of sales.
Frank Thoughts on Driving Performance - Synygy Magazine article by Jessica Ocken that describes the features of effective incentive plans.
Gainsharing- Increased Efficiency at Kurdziel - Article in Modern Casting by Steve Wenk featuring the story of Kurdziel's success with gainsharing.
Gainsharing Overview - Brochure describing the value proposition for gainsharing, Tandehill's process for developing a program, and a quick diagnostic to determine if gainsharing is a good fit with your organization.
Gainsharing: Sharing in Corporate Success - This chapter by Brad Hill in the recently released book Reward Management provides an excellent technical reference on the subject.
Get off the Broadband Wagon - Journal of Compensation & Benefits article by Brad Hill discussing the strengths and weaknesses of employee-based pay versus job-based pay.
How a Successful Gainsharing Program Arose from an Old One's Ashes at Verizon - Journal of Organizational Excellence article by Mike Gaudioso describing how Verizon developed a successful gainsharing program.
How the U.S. Mint has Profited from Gainsharing - Pay for Performance Report (IOMA) article describing the details of the U.S. Mint's gainsharing program.
How to Design a Pay-for-Skills-Used Program - Journal of Compensation & Benefits article by Brad Hill outlining a process for developing a skill-based pay program.
New Rules: Paying for Performance - Part I of a WorldatWork Workspan article by Christine Tande and Brad Hill describing 10 new rules to help your organization truly pay for performance. [example- Rule #2: Every $1 increase in base pay will be viewed the same as a $5 bonus.]
New Rules: Paying for Performance - Part II of a WorldatWork Workspan article by Christine Tande and Brad Hill describing 10 new rules to help your organization truly pay for performance. [example- Rule #9: Executive pay will be capped at a multiple of average worker pay.]
Paying for Quality Sales - Journal of Compensation & Benefits article by Brad Hill and Paul Draeger describing work done at Walt Disney to design a quality sales process and a compensation program to support the process.
Personal Impact Map - Detailed one-page example of a personal impact map that takes specific employee action areas and provides line of sight to the organization's vision.
Personal Impact Maps Chart the Course to a Shared Vision - WorldatWork Workspan article by Christine Tande and Brad Hill describing how to motivate and inspire employees by connecting their day-to-day efforts to the organization's vision.
Stock Compensation: A Look at Past and Future Options - On-line Benefits and Compensation News article by Brad Hill exploring creative equity alternatives to the vanilla stock option.
Top Pay for Best Performers - HR Magazine article by Steve Bates citing the experience and findings of the industry's pay-for-performance experts.
Total Rewards: The Employment Value Proposition - WorldatWork Workspan article by Christine Tande and Brad Hill describing why your organization may be better off thinking through an “Attraction Philosophy” or a “Retention Philosophy” than a “Compensation Philosophy.”
Why Did One CVS Incentive Plan Soar While Another Sank? - Pay for Performance Report (IOMA) article describing CVS's experience with two incentive plans.
Why Stock Ownership is Better than Stock Options - Journal of Compensation & Benefits article by Brad Hill looking at the problem with stock options and what motivational alternatives exist.
Winning Compensation Models: Partnering with Employees to Create Performance Gains - Industry Week article by Brad Hill describing how the best manufacturing plants in the country can create better compensation models.
Your Salary Administration System is Out of Date - HR Magazine article by Brad Hill explaining that responsible pay administration must examine total pay (base pay plus incentives), not just base pay.

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