Feedback is about success for your people and your customers. Pay is about marketplace economics and skills. Pay and feedback are not related. Allan practices what he preaches. At his company, discussions about money are tangible and statistical.
People play a big role in setting their own pay.
Associates research market rates for talent in their peer group, based on skills and experience. People who want a raise can present evidence that they've acquired a new skill or had an experience that the market would reward with a salary increase. Conversations about performance, on the other hand, are informal and collegial. Associates meet weekly with a colleague to discuss their current project. And these conversations never include discussions of pay.