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Motivation works counterintuitively.


Studies by experts have shown, for rudimentary cognitive work, say something mechanical, like job-work – incentives work very well.

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The cadence as well as the recognition can be directly tied back to certain measurable achievement.

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Large organizations use this with a ‘bell-curve’ approach which really is just a method of rationing and not really a method of incentivizing.



At Prequate Advisory, most new recruits are a little surprised that we don’t have an incentive policy.

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Their offer letters do talk about an incentive, but it’s usually blank.

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Why?

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Speaking purely from the perspective of knowledge work involved in consulting, it seems far-fetched that individuals will be motivated by a reward that you work towards every day but accrues once a year.

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So, what do we do instead?



Our foundational belief is that ‘personal excellence’ should be rewarded with an improvement in your lifestyle - everyday.

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This could mean a higher pay every month or it could mean something you dint imagine but dramatically improved your quality of life.



But this in isolation also doesn’t work.

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The biggest reward we strive for is that ‘every individual is a leader in his own right’.

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Everyone knows and works towards a level of mastery in every work area they work on.

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That they find purpose in just being highly effective as a solid business partner to every founder.

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Because at the end of the day, when people become leaders, it doesn’t stop at the corridors of the office.



I highly recommend reading Drive by Dan Pink.

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It changed my views completely when I did.



What do you think?


Do you have a contradictory opinion?


#people#motivation#leader

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