Top 10 tips for implementing OnusOne in your company.
If you have decided that it is time to introduce a shared risk compensation model at your company, but are not sure how to go about it, rest assured. We have been down this road many times. Here are our top 10 tips for implementation.
1: Avoid doom and gloom. Your employees will follow your lead. If you tell them that you will be closing your doors if you don't do something, you will get a less than enthusiastic response. Introduce OnusOne as an opportunity for each and every one of your employees to determine their own success, and to enjoy much higher earning potential, without having to wait for a bonus payout.
2: Highlight the opportunity for professional flexibility. Employees place a very high value on flexibility. Consider allowing them to adjust their hours to accommodate customers, and also to flex according to their personal needs. Under the OnusOne system, employees will not abuse this privilege because their pay will be directly impacted.
3. Take your time when building out pay profiles. The pay profiles you build are the cornerstones of your OnusOne system. Your account executive is an expert in building out customized programs, so be sure you invest in the time to work with your account executive to get your pay profiles right.
4. Gather data. Gather and upload performance data before introducing OnusOne to your team. We recommend a minimum of 8 weeks worth of data. This will allow your employees to compare the OnusOne system with their full base pay.
5. Gradually introduce OnusOne to current employees. Most folks do not like change, so we recommend a 3 month implementation period. Introduce the concept in month 1. In month 2 upload data but do not yet pay your employees based on the OnusOne system. This is the time period where your employees will have the most questions. In month three enroll your employees on the OnusOne system, after their questions have been answered.
6: Offer a grace period for new employees. We recommend a 6 month grace period for new graduates, and a 3 month grace period for experienced professionals. This provides adequate time for employees to build up a loyal client base and to build their reputation in the community.
7: Enroll new employees in OnusOne even if on a full salary plan. If you pay your new hires on a full salary during their grace period, you can still enroll them in OnusOne. This will provide an opportunity for them to get comfortable with using the portal, and to create positive habits of logging in regularly. This will make the transition over to a performance based plan much more effective and will reduce anxiety when that time comes.
8: Offer early enrollment during grace period for new hires. Once your new employees are up and running, they very well may be interested in switching over to a performance based plan before the end of their grace period. Allowing them to do so shows that you really are in their corner.
9. Anticipate FAQs. Review the FAQs listed on our website. The bulk of these questions will likely come up as you roll out OnusOne at your company.
10. Consider 100% enrollment. If some of your employees are enrolled in OnusOne, and others are not, motivation and professional behaviors will be inconsistent. The system works best when all employees are enrolled and all share in the struggles/rewards of company performance.