Trey Gowdy Quotes

I don't think bonuses are always bad.

If they're going to pay me like [Mike] Gallego, I'm going to play like Gallego.

When you're managing a large number of people, you learn that incentives matter tremendously. You really want people to be rewarded for doing the right thing for the customers and the organization.

It is only fair to expect public employees like me and others in the public sector to pay something close to what our neighbors and our fellow citizens do in the private sector.

We always strive to be the best in the wage package.

Even though they are paid differently, everyone has to feel appreciated.

I believe in pay for performance.

When I arrived at IBM, there were 'Team' signs all around. I asked, 'How do people get paid?' They told me, 'We pay people based on individual performance.'

Salaries and wages must reflect the reality of the enterprise's economic performance; deviations from the planned performance should be reflected in pay.

I never wanted to get paid by the hour. If I was going to do more work than another guy, I wanted to get paid more.

Call it what you will, incentives are what get people to work harder.

Sales and production work is amenable to merit pay. Try it with white collar knowledge workers, teachers, government officials, computer programmers and writers and you have a disaster after your first assessments. Merit pay requires performance measurement, and that means ranking staff. The half that come out below average are immediately angry at the system that labels them as below average. The second quartile looks at the first quartile and finds colleagues who to them are little or no better than they, and a few who don’t work as hard. Some of the people who are at the top and get bonuses like the system that is so perspicacious as to reward them. However, most in the top quartile because they don’t agree that the ones who rank higher than they are really any better become negative. So over 75 percent of the workforce is unhappy and thinks the system is invalid or the raters are biased or just arbitrary. Before you ever consider installing merit pay, find an organization like yours that has it and talk to the workers—not the executives—those who have been assessed for their merit.

The idea of a merit rating is alluring. The sound of the words captivates the imagination: pay for what you get; get what you pay for; motivate people to do their best, for their own good. ... The effect is exactly the opposite of what the words promise.

I do believe that at Microsoft in general good work is rewarded, and I have seen it many times here.

Most people would agree that infrastructure is something government should do.

I get paid by the fight, not by the minute.

Whether we realize it or not, we benefit from the work of public-sector employees and our state, county and municipal governments every day.

I think we're paid a going rate for how well our shows do.

I am one of the best, I should get paid like one of the best.

Salaries should be set based on production and contributions, not positions.

Government employees make a good amount of money - income levels are very high in Washington, D.C. compared to other markets, so they are living in a bubble.

Work-get paid; don't work-don't get paid. Everybody is on commission

Like I always said, if I'm one of the top players in the game, pay me like I'm one of the top players in the game.

When it comes to public school education, we have been unwilling to measure our results. We've been unwilling to pay based on performance. We have tenure where, even if you can't teach, you can't get fired. We've been unwilling to invest in new schools.

The rewards system is a powerful driver of behavior and therefore culture.