1. Group incentives should be distributed evenly when cohesion may be seen as more important than individual effort.
2. Equitable distribution of incentives cannot be achieved through individual incentive plans.
3. Dysfunctional conflict, competition, and sabotage might be fostered in employees on individual incentive plans imilar rewards.
4. If we can create the connection between how the employee acts and how they gain from it, we can create strong performance incentives.
5. We must keep the time between the performance and reward short as possible in order to reinforce the employee's efforts that led to desired results.