Ann Bares, Founder and Editor

In addition to founding and serving as Editor of Compensation Cafe, Ann is the author of Compensation Force and Managing Partner of Altura Consulting Group, LLC. She has over 20 years of experience consulting in the areas of compensation and performance management.

Through her consulting practice, Ann works with a wide range of client organizations in auditing, designing and implementing executive compensation plans, base salary structures, incentive compensation programs, sales compensation plans, and performance management systems. 

Ann received her B.A. from The College of St. Catherine and her M.B.A. from the J.L. Kellogg School of Management at Northwestern University.

Ann is a frequent speaker to industry and professional groups, and has authored numerous articles, on the topics of compensation and performance management. She is an active member of WorldatWork and the Twin Cities Compensation Network.  She has also served as an instructor for the University of Minnesota and has adjunct faculty at Concordia University.

You can reach Ann via email at abares@alturaconsultinggroup.com or follow her on Twitter at @annbares.

 

Comments

[Frank Koller]

The Watson Towers survey is so important, I’d suggest, because it highlights the distrust most American now place in concepts such as “free agent nation” and “employment security” which locates the responsibility for personal survival in the modern economy almost completely in the hands of employees. The flipside of that, of course, is that it tends to absolve employers from any sense of long-term responsibility for their employees’ survival in the market. And we know how well that has worked out, don’t we?
I do agree with Ann’s parallel track approach which requires employers to “provide the programs and support necessary for employees” to feel confident about taking risks and pushing the envelope of creativity while requiring employees to “recognize and actively embrace responsibility for their own job security.”
I confess I am writing this as the author of a brand new book, SPARK, about an American mutilnational manufacturing company, Lincoln Electric, which has embraced this dual-track approach for nearly a century – including an unbroken promise of guaranteed employment.
The result has been that for employees, this Forbes 400/Fortune 1000 firm has not laid off a single permanent American employee for economic reasons since 1948, at least, while for the firm, it has remained the largest manufacturer and exporter of arc welding technology in the world since the 1930s and kept Wall Street exceedingly happy with a steady stream of profits.
Security is a concept which has, sadly, seen its reputation tarnished. It needs to be polished once more.

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Wow, great article, I really appreciate your thought process and having it explained properly, thank you!