The same goes for feedback. If I solicit feedback, I'm more inclined to use it. It's hard to argue with the principle that the better you do, the more money you should get. But most performance gurus say that explicitly linking reviews and raises has unintended consequences. 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.