Vue Software

Monthly Archive for February, 2008

More on Incentive Unexpected Behaviors and Group Competition

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Paul Hebert posted a great follow up post on his Incentive Intelligence blog regarding group competition. I contributed my own personal story:

Several years ago I was a programmer for a large telecom company. The project manager felt like the development team were not producing enough results and the project faced typical issues - deadlines were missed, the project was lagging, it was over budget… To fix the ‘problem’, a competition was organized. The ‘lines of code’, a typical software metric, were used to determine who was the ‘best’ programmer. This lead to big quality problems as employees were focusing on quantity instead of quality.

Realizing this, the manager decided to tweak the contest rules. The winner would have the best (lines of code) / defect ratio. This helped a bit with the quality, but employees were still focusing on writing code, disregarding some of their other tasks like documentation, mentoring junior employees, trying to fix existing defects, etc. Everyone was also trying to avoid any ‘difficult code’ to reduce the chances of creating defects.

The competition ended up being cancelled…

To this story, Paul answered with a very insightful comment:

… The solution for your project manager should have started with “root causes” not incentives. If he/she had gone through an analysis to find out “why” the problem existed the program could have been designed around that issue. Too often we measure results - not the steps to the results - which is where the issue lies.

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Group Competition Incentive Pros and Cons

Group Competition Incentive Pros and Cons

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A recent post here highlighted some of the pros and cons of a group competition incentive program. The article pointed to an interesting study which tries to demonstrate how relative rewards play a role in economic motivation.

I responded to the post explaining my reasons for disliking internal competition as a mean to incent employees, including some of the major pitfalls to workforce segmentation for incentive purposes. I also included a reference to a good organizational behavior article from Stanford University, also describing some the risks associated to internal competition.

The pros and cons to internal competition listed by Paul Hebert in his blog were the following:

Pros

  • Fixed (closed budget) - can’t go over budget - the awards are fixed
  • Depending on industry and company culture highlighting standings reports on who’s in which place in each group can create a real up-tick in performance

Cons

  • Depending on performance distribution it could be difficult or impossible to create fair competitive groups
  • There will be losers - people could double their performance but not earn an award since the outcome is a stack ranking of each person’s performance.

To me, the biggest “Con” is that such contests go against the concept of developing the employee’s ability to work cooperatively to reach corporate goals. As a matter of fact, it encourages a culture where employees try to outwit each other and loose sight of who the competition really is.

If the goal is to offer an incentive program on a fixed budget, I suggested some alternatives including:

1) Reward all (or a large group) of employees equally, and/or

2) Use the money to purchase some desirable widgets for everyone, great door prizes for quarterly meetings, and to sponsor milestone team events.

Paul replied to my comment saying that there was still a place for internal competition as a short-term adjunct to an entire reward and recognition strategy. I somewhat agree with that statement, but I think that the potential negative outweighs the positive in most situations.

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Ask the Expert - Pros and Cons of Variable Compensation

Fix your Compensation Data in One Click

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No matter how good and sophisticated an Incentive Compensation Management application we implement, it looks like we always fall back on Excel for something, from data verification and validation to batch order staging.

A few weeks ago, I wrote a quick article on how to use TextPad to make vertical selections. From the comments I received, transforming raw data seems to be a major preoccupation shared by many. Several years ago I created an Excel Macro (a set of instructions to perform some task in Excel) to traverse a speadsheet, validate its data, and transform it into a certain format. Recently I had to dig it up to clean up some mainframe files. Today I modified it and applied it to the Xactly Order Upload Template to demonstrate how macros can be used.

First, download my order upload staging spreadsheet. When you open it, you will see something like the following image plus several columns. The data is intentionally incorrect.

After executing my Macro, the spreadsheet will look like this:


The macro validates one row at the time. When there are anomalies, the cell is highlighted in red. The content of some “incorrect” cells are originally in bold for you to look more closely at what will happen. You will also notice that some data will be corrected.

Here are the actions performed by the macro for each row:
  • First, position the active cell to the first row and check if the mandatory Order Code is present. If this is the case, if it is in the proper format (2 upper-case letters followed by 3 digits in this example).
  • Check if the Item Code is an alphanumerical value (only digits and letters allowed)
  • Verify that the “Quantity” field is not null.
  • Check to see if the “Amount” field only contains an amount (digits, “-” and “.”) - I could write something more complex to make sure I don’t get records like: “22-..2″.
  • Verify that the Unit type is allowed. I hardcoded a check for “USD”.
  • Check that the incentive date is actually in an Excel date format. Remember that it needs to be setup as mm/dd/yyyy for the Xactly upload.
  • Verify that the split amount sums up to 100%. I also make sure that if a 2nd split amount is entered, that the associated second employee ID is entered.
  • Lookup the “Amounts” column again, verify if there are numbers with the minus sign at the end of the number (2.0-), and transform it into the proper format (-2.0). I often get this problem when importing data from raw text files.
  • Finally, verify that the incentive date is unique for every row.

All these steps will only take a few seconds to execute for several hundred rows.

How to Run my Macro

  • Download this spreadsheet to your computer
  • Click on Tools->Macros->Macro (Alt-F8 to be quicker)
  • Select “editFile” (that’s the name of my macro) and click on “Run”
  • Tada! Your errors should now be highlighted in red.
  • Correct the errors, remove the red-fill color and run the macro again if you want to verify your corrections.
How to Modify the Macro
If you are thinking that this spreadsheet is useless for your situation, you are right. The odds for your Order Codes to be exactly in the format xx999 are pretty slim. That’s why I commented the code and made it as clear as possible.

To view the Macro, you only need to click on Tools->Macros->Visual Basic Editor. You will be able to see what code does what by reading my comments. You should be able to easily modify it, even without deep technical skills, and try out your changes. You just need to edit the code, save it, click on your spreadsheet, and run the new macro (Alt-F8). If you break it, you can re-download it.

In a few cases I use regular expressions (regex), which can be a bit complicated and tricky. Fortunatly they are popular and you may be able to find one online that does exactly what you want. If you are curious and want to learn more about regex, this website is a good place to get started.

I hope this example will be useful, and I will be glad to answer your specific questions if you have any.

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SAS70 Audit for On-Demand Sales Performance Applications

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There are tons of resources about SAS70 and Sarbanes-Oxley on the web.

In a nutshell, SAS 70 is a Statement on Auditing Standards (SAS) for service organizations, developed by the American Institute of Certified Public Accountants (AICPA). It demonstrates that a firm has proper controls and processes to protect the data belonging to their customers (very important!). The SAS 70 report is issued by an independent auditing firm and includes the auditor’s opinion on the service organization’s controls. A SAS 70 report is particularly important since it is the preferred method of providing assurance for service organization clients subject to Sarbanes-Oxley Section 404.

These days, service organizations enjoy talking about their Type I and Type II SAS 70 reports when it comes to marketing their applications. A type I report includes the auditor’s opinion regarding to which extent the organization represents its controls, and their description. A type II report includes all the info in the type I report, plus the auditor’s opinion on how effective the controls are during a defined period.

This being said, according to the SAS 70 website and other online resources, “SAS 70 does not specify a pre-determined set of control objectives or control activities that service organizations must achieve”. This means that customers need to review the disclosed controls and ensure they are sufficient to meet their objectives and their own auditor’s requirements. It also means that a SAS 70 report does not guarantee data security.

More detailed information about SAS70 can be found on the SAS 70 website, on Wikipedia and from Deloitte.

How do Sales Performance Management Systems Stack Up?
As I mentioned above, since SAS 70 does not prescribe which controls should be used, it is not possible to compare SPM / EIM vendors. However I tried to find as much information as possible with respect to SAS 70 certification for every vendor.

Callidus

SAS 70 Type: “Meets SAS-70 compliance”
Controls: N/A
Sources: Link 1
Comments:  

Centive

SAS 70 Type: Type II
Controls: N/A
Sources: Link 1
Comments: Completed January 2008

EIM Software

SAS 70 Type: “Guaranteed SAS-70 compliance”
Controls: N/A
Sources: Link 1
Comments:  

SalesForce.com

SAS 70 Type: Type II
Controls: N/A
Sources: Link 1
Comments: The article dates from 2004

Synygy

SAS 70 Type: “Completed SAS Audit”
Controls: N/A
Sources: Link 1
Comments:  

Varicent

SAS 70 Type: N/A
Controls: N/A
Sources: Link 1
Comments: SAS70 Type II data center

Xactly

SAS 70 Type: Type I
Controls: Full redundancy throughout the production infrastructure, regular security patch updates, on-going evaluation of potential security threats
Sources: Link 1 Link 2
Comments: SAS70 Type II data center

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