Пожалуйста, не просто через гугл-переводчик, хоть немного отредактировать, чтобы было что-то понятное и связное.
A fair day's pay
How to tailor pay to performance
Companies frequently combine several different schemes to reward different kinds of achievement. Eddie Bauer, a clothing retailer, used to pay people mainly by the kind of job they did, not by how they did it. "People knew they could change their pay by rewriting their job description, not by raising their productivity", says Lori Fosnes, the senior compensation manager. But now staff fit into of three bands: entry, intermediate or specialist. They can win more pay by being promoted - sideways as well as upwards, as long as they acquire new skills in the process - or by improving their personal perfomance.
However, the company reinforces the message with something that makes it easier to reward teamwork : with prizes for good behaviour. The most basic is a star, about four inches across, which can be stuck on a filing cabinet or a wall. It can be given by any "associate" , as Bauer people call each other, to any other at any time, in recognition for doing something well. The Oscar of Bauer awards is the "Best of Bauer", decided by a "legends" committee and handed out at a ceremony in March. Employees who receive this accolade wear a special name tag all year.
Such schemes may sound like kindergarten. But Bauer's human-resources staff think they have a powerful effect because they are so much more public than pay rises. They also point to other aspects of a job that individuals find rewarding: does their office have a window? Do they have a parking space ? Can they work from home? Such thing can be immensely effective in rewarding good perfomance, and generally cost a lot less than a pay rise.
Pay alone rarely keeps people with an employer. In the war for talent, companies need better weapons than cash. They need to guarantee their stars a sequence of fascinating jobs ; to give them a sence of belonging; and to tell them they are tops.