The Use of Incentives for Those of Us Who Don't Run Organizations

When it comes to following incentives, I have no problem.  A recent conversation proves this.

Ann: Hey Andy, will you help me brainstorm for this project?

Me: Hmm, I'm kinda busy....

Ann: I will buy you a chocolate Frosty from Wendy's.

Me: BAM!  I'm in!

However, when it comes to applying incentives, I struggle.  For years, I just kind of approached this Dimension as "Yep, incentives matter.  Point taken.  But I'm not a manager who is setting wages or salaries or benefits.  Let's talk about decision rights now...."

So, let's think about what "incentives" mean in an MBM sense.  

First, it's a whole Dimension, so that's a pretty big deal.  I mean, there's only five of them....  Second, from a Science of Liberty perspective--where we're looking at what key things allow societies to prosper, and where we get ideas for how to manage the mini societies called organizations--the concept that it's important for individuals to be motivated to do things that create value is fundamental.  In all, two big reasons why we'd agree with economists who say "Incentives matter."

In those mini societies we work in, it's important that individuals are motivated to do things that create value, too.  At first blush, this is easy: SALARY!  BENEFITS!  And if you get creative, NON-FINANCIAL REWARDS!  

But if you're not the CEO or setting salary levels for others, it can be hard to see how focusing on this aspect of MBM is useful.

On Thursday (~suspense!~) I'll write about some strategies I've used as a non-CEO to get results with the application of incentives.

BUT, I want to hear about your strategies!  How has thinking about incentives or motivators or fulfillment changed how you act or how you motivate others--peers, children, bosses--to act?  

As an extra incentive, if you have some unique applications of this concept I'll throw them into the next post this Thursday!

Comments

[Tammy Carroll]

Can't wait to read your thoughts tomorrow! I do not have any strategies to share but wanted to post a comment.
As a manger of 6 people, I had the most fun with this dimension when I took the time to find out what motivtes each of my employees. It was an exercise that A) took longer than I thought, B) had surprising results(where I had wrongly assumed things) and C) gave me a lot of insight into other areas besides just "incentives".