If you're reading this real-time, remember my conversation with the inimitable Keith Adams on the topic of Geek Incentives tonight (Thursday, 18 February 2021) at 7 PM Pacific. https://joinclubhouse.com/event/xVBrn1jx
I know someone else has mentioned this, but I've been working for the past few years to align my management style and incentive systems around people's need for Autonomy, Mastery and Purpose. Also, some time ago I became a fan of "First, Break All The Rules," and the 12 questions to measure employee engagement. I don't know how to scale it, but for a team or small department, I can ensure that 1) people are fairly compensated; 2) I understand them well enough to align their work with what the company needs in a way that helps them achieve A, M, & P; and, 3) I focus individual planning and 1-1 sessions in ways that leverage the 12 questions to ensure everyone knows they're getting as much support as I can provide for their success and well-being.
I'm interested in the third paragraph here. It sounds like this could become a study of the topic of human needs. Do you see it going in that direction? For me the word 'incentives' does seem tied to corporate history, carrots and sticks. I wonder if 'needs' might serve you as a better framing.
I'm not tackling all of human needs. I'm cocky but I'm not *that* cocky. Also, my perspective is that of the person creating the incentive system. I'm a CEO, things are going badly, what can I do that will 1) not make the problems worse and 2) tend to make things go better. Which leads to a host of interesting questions and provisos and...
If you're reading this real-time, remember my conversation with the inimitable Keith Adams on the topic of Geek Incentives tonight (Thursday, 18 February 2021) at 7 PM Pacific. https://joinclubhouse.com/event/xVBrn1jx
I know someone else has mentioned this, but I've been working for the past few years to align my management style and incentive systems around people's need for Autonomy, Mastery and Purpose. Also, some time ago I became a fan of "First, Break All The Rules," and the 12 questions to measure employee engagement. I don't know how to scale it, but for a team or small department, I can ensure that 1) people are fairly compensated; 2) I understand them well enough to align their work with what the company needs in a way that helps them achieve A, M, & P; and, 3) I focus individual planning and 1-1 sessions in ways that leverage the 12 questions to ensure everyone knows they're getting as much support as I can provide for their success and well-being.
Great post by Nick Tune https://link.medium.com/WGx2C1lY3db
I'm interested in the third paragraph here. It sounds like this could become a study of the topic of human needs. Do you see it going in that direction? For me the word 'incentives' does seem tied to corporate history, carrots and sticks. I wonder if 'needs' might serve you as a better framing.
I'm not tackling all of human needs. I'm cocky but I'm not *that* cocky. Also, my perspective is that of the person creating the incentive system. I'm a CEO, things are going badly, what can I do that will 1) not make the problems worse and 2) tend to make things go better. Which leads to a host of interesting questions and provisos and...