The guidelines for designing an incentive compensation system that will help drive successful strategy execution include: making the payoff for meeting or beating performance targets a major, not minor, piece of the total compensation package having a bonus and incentive plan that applies to managers only $($employees should generally not be included in incentive pay plans but should have attractive wages and salaries$)/$ having an outside wage and salary expert administer the system, so that there is no doubt as to its fairness and impartiality basing the incentives on group performance rather than individual performance making minimal use of non$-$monetary incentives and rewarding people for diligently performing their assigned duties