On the face of it this sounds like a good idea, but I see some problems. For example, this presumes that others can understand the value of my contributions.
If I can accomplish something in 2 hours that takes someone else 16 hours....I could very likely go unnoticed. But if I bring donuts for everyone every Friday I bet I get a bigger bonus because people really like me.
My concern is this exchanges reward for actions highly visible to your boss, to reward for actions highly visible to your peers. A combination of the two would be preferable to me
Actually, this already exists in many companies and it's known as "360 feedback" where your co-workers (in and out of your dept) are asked their opinion of your performance before your review. This feedback is factored in to your review.
If I can accomplish something in 2 hours that takes someone else 16 hours....I could very likely go unnoticed. But if I bring donuts for everyone every Friday I bet I get a bigger bonus because people really like me.
My concern is this exchanges reward for actions highly visible to your boss, to reward for actions highly visible to your peers. A combination of the two would be preferable to me
Actually, this already exists in many companies and it's known as "360 feedback" where your co-workers (in and out of your dept) are asked their opinion of your performance before your review. This feedback is factored in to your review.
http://en.wikipedia.org/wiki/360-degree_feedback