How do you incentivize employees with tough-to-measure roles?

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I work in a sales development team as a solutions developer, i.e. I build sales and operations efficiency tools.



So, one part of the department is made up of roles like mine; we do different tasks that involve lots of different kinds of work. On the other hand, the salespeople of course have quotas and metrics.



My manager asked our team how we should go about measuring and incentivizing our performance - he doesn't want to leave us out of the rewards program that's starting, but he can't measure us like the salespeople.



How should we go about measuring our performance if what we do changes all the time?






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    up vote
    2
    down vote

    favorite












    I work in a sales development team as a solutions developer, i.e. I build sales and operations efficiency tools.



    So, one part of the department is made up of roles like mine; we do different tasks that involve lots of different kinds of work. On the other hand, the salespeople of course have quotas and metrics.



    My manager asked our team how we should go about measuring and incentivizing our performance - he doesn't want to leave us out of the rewards program that's starting, but he can't measure us like the salespeople.



    How should we go about measuring our performance if what we do changes all the time?






    performance







    share|improve this question







    New contributor




    organism.exe is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
    Check out our Code of Conduct.





















      up vote
      2
      down vote

      favorite









      up vote
      2
      down vote

      favorite











      I work in a sales development team as a solutions developer, i.e. I build sales and operations efficiency tools.



      So, one part of the department is made up of roles like mine; we do different tasks that involve lots of different kinds of work. On the other hand, the salespeople of course have quotas and metrics.



      My manager asked our team how we should go about measuring and incentivizing our performance - he doesn't want to leave us out of the rewards program that's starting, but he can't measure us like the salespeople.



      How should we go about measuring our performance if what we do changes all the time?






      performance







      share|improve this question







      New contributor




      organism.exe is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
      Check out our Code of Conduct.











      I work in a sales development team as a solutions developer, i.e. I build sales and operations efficiency tools.



      So, one part of the department is made up of roles like mine; we do different tasks that involve lots of different kinds of work. On the other hand, the salespeople of course have quotas and metrics.



      My manager asked our team how we should go about measuring and incentivizing our performance - he doesn't want to leave us out of the rewards program that's starting, but he can't measure us like the salespeople.



      How should we go about measuring our performance if what we do changes all the time?






      performance




      performance






      share|improve this question







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      organism.exe is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
      Check out our Code of Conduct.











      share|improve this question







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      organism.exe is a new contributor to this site. Take care in asking for clarification, commenting, and answering.
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