My team consists of 3 people. Each fills a unique position within the company, i.e they are the only ones that do that particular job. In contrast, most examples mentioned on the podcasts refer to teams of customer service reps or sales people implying they all do roughly the same job and thus can distinguish themselves based on a single role.
They are all great at what they do, but there are no top or bottom performers - just them. So, with job descriptions, O3 notes, customer feedback, and goals in hand, am I doing all I can to avoid lumping them all together?
If I provide identical merit increases based on company-provided criteria, how do I manage what could be perceived as the undesired "peanut butter" effect? That is, each were reviewed in the context of their own jobs, but they work in the same group led by the same manager. And they happened to get the same increase.
Hope that makes sense. Has anyone had experience with this scenario?