Appraising employees fairly – strengthening the loyalty of top performers

The systematic appraisal of employees is an important tool for raising the efficiency of personnel development in financial service providers. It not only allows the employer to identify accurately the competences and potentials available in the enterprise, but also is decisive for the employees and their further development and professional success.

Hence, employee appraisals form an essential part of leadership processes. Managers who assess the members of their team in a targeted, fair and comparable way set the right course for long-term success – for the employees, the department and the entire company.

Satisfied employees are decisive for long-term success in business. As a result, it is especially important for sales-oriented financial service providers to recruit and retain qualified employees by designing various positive incentives.

Corporate incentive systems are considered the most effective method for motivating employees to work harder. This requires the implementation of a transparent system of objectives that can serve as a basis for deriving operational individual and team targets. zeb/ supports financial service providers in defining strategic target parameters and laying down premiums – making sure that the remuneration scheme is optimally aligned to the economic and corporate framework conditions.

With the zeb/incentive system, we help you in establishing an effective motivation system on the basis of a strategy-related appraisal of your employees' performance. By giving your employees and executives a share in the result of your enterprise, you raise the performance orientation of your staff. The stronger focus of their minds and actions on revenues will raise your operational results and you will reach precisely those objectives that are key to your enterprise's success.

Overview of our approach:

• At first, we establish a system of objectives in line with your strategy: On the basis of the overall objective of your enterprise, we derive divisional, individual and, if appropriate, team objectives.
• After laying down and describing the target parameters, aggregation and measurement in detail, we define the height of the premiums, premium distribution and premium types.
• Already in the conceptual phase, we perform simulations to verify whether the premium amounts envisaged are realistic and to identify the effects resulting from shifts in the actual performance of the employees.