Do you know how to recognize, encourage and reward culture, values and good behaviors without losing the effectiveness of recognition in the medium and long term?
No? Then join this talk to learn about a collaborative and continuous system for recognizing behaviors, culture and values.
I will share our learnings, pains and continuous improvement using this practice.
Agile Connect - Bonuses in an agile company our successful application of merit money
1. Bonuses in an Agile Company: Our Successful Application of Merit Money
Agile Connect Day
2. About Knowledge21
+ 100 impacted companies (2018-2019)
+ Offices in Brazil, USA / LATAM and Europe - ONLINE
+ 20.000 certified people
+ 25.000 hours dedicated to transforming our customers (2018-2019)
+ Trainers in several internationally certified formations
+ We started in 2013 with trainings and 2016 with consulting
4. Ricardo Caldas
https://www.linkedin.com/in/ricardo-caldas-agile/
● I used to be developer, business analyst, manager
and others roles.
● I worked at the Rio 2016 Olympics and was
responsible for the Games Website and App;
● I learned about agility in 2012 but started working in
2017 as a Product Owner, Scrum Master and Agile
Expert;
● Agile Expert at Knowledge21 since 2019;
● Management 3.0 Trainer;
● Helps teams and organizations in the agile
transformation process.
14. Focus first on intrinsic and then on extrinsic
motivation.
Intrinsic Extrinsic
15. Fairly Paid and the Maslow Pyramid
Motivational
Hygienic
Self-Realization
Esteem
Social
Safety
Physiological
16. Is it possible to create an environment in which rewards can positively impact our
motivators without losing their effectiveness of recognizing in the short and medium
term?
Question...
17. There are many practices, but let's talk
about Merit Money
18. First I’ll talk about assumptions and
introduce one person...
19. Jurgen Appelo
● Author of Management 3.0 and Managing for Happiness, How to Change the World
and Start Up, Scale Up, Screw Up books;
● Jurgen says that decades of research prove that the traditional bonus system rarely
has a positive effect on the performance of knowledge workers and he proposes
changes defending 5 crucial factors to reverse this situation;
● The 5 crucial factors are the assumptions for a good and collaborative reward
system;
20. 5 Crucial Factors - Assumptions
● Salaries should always be expected. Bonuses shouldn’t be. Always keep bonuses as a surprise.
When bonuses become frequent and anticipated, they ought to be converted to regular salaries.
21. ● Salaries should always be expected. Bonuses shouldn’t be. Always keep bonuses as a surprise.
When bonuses become frequent and anticipated, they ought to be converted to regular salaries.
● Earnings should be based on collaboration, not competition. When determining how much
people should earn, the main criteria should be their collaborative work toward a common goal.
5 Crucial Factors - Assumptions
22. ● Salaries should always be expected. Bonuses shouldn’t be. Always keep bonuses as a surprise.
When bonuses become frequent and anticipated, they ought to be converted to regular salaries.
● Earnings should be based on collaboration, not competition. When determining how much
people should earn, the main criteria should be their collaborative work toward a common goal.
● Peer feedback is the main performance measurement. Contributions to a shared purpose are
best detected and evaluated by peers, not by managers. Only the whole system knows all the
details.
5 Crucial Factors - Assumptions
23. ● Salaries should always be expected. Bonuses shouldn’t be. Always keep bonuses as a surprise.
When bonuses become frequent and anticipated, they ought to be converted to regular salaries.
● Earnings should be based on collaboration, not competition. When determining how much
people should earn, the main criteria should be their collaborative work toward a common goal.
● Peer feedback is the main performance measurement. Contributions to a shared purpose are
best detected and evaluated by peers, not by managers. Only the whole system knows all the
details.
● Creative thinking can grow the compensation system. Expect that people can (and will) play any
system, and tap into that creativity by inviting and supporting it, instead of driving it out.
5 Crucial Factors - Assumptions
24. ● Salaries should always be expected. Bonuses shouldn’t be. Always keep bonuses as a surprise.
When bonuses become frequent and anticipated, they ought to be converted to regular salaries.
● Earnings should be based on collaboration, not competition. When determining how much
people should earn, the main criteria should be their collaborative work toward a common goal.
● Peer feedback is the main performance measurement. Contributions to a shared purpose are
best detected and evaluated by peers, not by managers. Only the whole system knows all the
details.
● Creative thinking can grow the compensation system. Expect that people can (and will) play any
system, and tap into that creativity by inviting and supporting it, instead of driving it out.
● Compensation can be used to nurture intrinsic motivation. Make money a reflection, not a
competitor of people's curiosity, honor, acceptance, dominance and all other intrinsic
motivators.
5 Crucial Factors - Assumptions
26. A collaborative and continuous bonus system
model that encourages support and recognition with
a focus on actions and behaviors that really
contribute to the improvement of the team as a
whole.
The main idea of this model is to create a safe
environment based on mutual trust between team
members, empowering them to share the
responsibility of recognizing the work of their
teammates and rewarding them according to their
own criteria.
What is Merit Money?
We have a lot of autonomy, and therefore, a lot of responsibility.
27. Experiment with the Agile Coaches for 8 months:
● 1,000 monthly “Meritecas” for each Agile Coach (9 pax).
● Distribute within the team in the way that we believe is the most fair.
● Each transaction must be justified in a short text of a maximum of 280 characters.
● Each “meriteca” is equivalent to R$ 1.00.
Only restriction: no “meriteca” deposited by the company could remain in your wallet.
Our Practices with Merit Money
28. Distributed Values
R$3.075
Biggest Bonus
Given Out in a
Month
R$72.000
Total
R$250
Lowest Bonus
Given Out in a
Month
R$1.000
per coach
in 2017
R$1.520
Highest
Average R$1.130
Lowest Average
29. ● Responsible with Autonomy;
● Peer recognition is the best feedback;
● Shared responsibility;
● Improving our systemic view;
● It showed team maturity;
● Extrinsic motivation is also important;
● Bonuses without competition;
● Behavior > Results;
● Promotion of a culture of continuous improvement;
● The importance of visibility.
But what do we learned from this practice?
31. ● We started using emails to all recognitions and rewards;
○ Financial team copied to organize the payments by the end of the months;
● We changed to Google SpreadSheets;
○ A group called “Meritequeiros” were born to organize and consolidate the recognitions
data, restrictions and etc.;
● Values per Coach Monthly Evolution
○ 2017/04 - R$ 1,000
○ 2018/04 - R$ 1.500 🆙
○ 2019/05 - R$ 500 ⬇️
○ 2020/04 - R$ 0 🤷🤷 🤷🤷♀️
○ 2020/06 - R$ 500 🆙
○ 2020/10 - R$ 250 ⬇️ ♻️
Merit Money Evolution
32. ● Values per Coach Monthly Evolution
○ 2017/04 - R$ 1,000
○ 2018/04 - R$ 1.500 🆙
○ 2019/05 - R$ 500 ⬇️
● We realized that the value was high and some individuals started to behave in order to earn
greater rewards;
○ 1st assumption was broken: Salaries should always be expected. Bonuses shouldn’t be.
● The practice was stopping to be for feedback, recognition, culture and values and was for the
reward;
● So we downgraded the value and gave visibility to all the Agile Coaches.
2019/05 - Value Downgrade
38. ● From April 2020 until May 2020;
● Hugs instead money;
● You can hug anyone;
● Keep using our culture and values to hug and reward behaviours;
○ Collaboration, Consistency, Evolution and Careful;
● Abroaders Agile Coaches started to participate.
Merit Hugs Practice
39. Merit Money Restarted in June 2020
● Business were stabilized;
● Money instead Hugs;
● We returned to merit money restrictions and practices still using our culture and values to
recognize and reward behaviours;
○ Collaboration, Consistency, Evolution and Careful;
● Abroaders Agile Coaches kept participating.
40. Merit Money changed in Sept 2020
● We signed a tool to automate the practice and become more organic;
● Agile Coaches can recognize anytime (not just by the end of the month);
● Easy, Interactive and fun to recognize behaviours and our culture and values;
● Visible to all company.
44. ● We loved the tool, practice and the interaction;
● We decided do broken update one assumption:
○ Peer feedback is the main performance measurement. Contributions to a shared
purpose are best detected and evaluated by peers, not by managers.
● From October, Merit Money it´s for all company circles (Agile Experts, Back Office And
Founders / Partners) on the same practice.
● Why?
○ We have no managers, no bosses, no hierarchy cause we are totally Management 3.0 and
we are using Holacracy and O2 (Organization Organic) “Structures”;
○ We are empowered, conscious and responsible enough to made this decision;
○ We want recognize other circles people;
● But we changed the value from R$ 500 to R$ 250 (same value used on Back Office Circle).
Merit Money changed AGAIN in Oct 2020 ;-)
50. ● Google Images
● Management 3.0 - Knowledge21 Study Case
○ https://management30.com/case-study-merit-money/
● Knowledge21 Blog
○ https://knowledge21.com.br/blog/merit-money-sistema-de-recompensa-colaborativa
● Management 3.0 - Merit Money Practices
○ https://management30.com/practice/merit-money/
● Abraham Maslow in his 1943 paper
○ "A Theory of Human Motivation"
53. Knowledge21 - USA / Spain / Portugal
www.knowledge21.com / www.knowledge21.es / www.knowledge21.com.pt
Hinweis der Redaktion
Bonuses in an Agile Company: Our Successful Application of Merit Money
Sabes como reconhecer, incentivar e recompensar cultura, valores e bons comportamentos sem perder efetividade do reconhecimento em médio e longo prazo?
Não? Então junte-se nessa talk para saber sobre um sistema colaborativo e contínuo de reconhecimento de comportamentos, cultura e valores.
Vamos partilhar nossos aprendizados, dores e melhoria contínua usando essa prática.
Metrics shape behraious
Bonuses in an Agile Company: Our Successful Application of Merit Money
Do you know how to recognize, encourage and reward culture, values and good behaviors without losing the effectiveness of recognition in the medium and long term?
No? Then join this talk to learn about a collaborative and continuous system for recognizing behaviors, culture and values.
We will share our learnings, pains and continuous improvement using this practice.
https://www.linkedin.com/in/ricardo-caldas-agile/
Ajuda as equipas e organizações no processo de transformação ágil
Qual problema queremos resolver?
Como podemos incentivar um melhor desempenho?
Como podemos recompensar as pessoas pelo trabalho que realizaram?
Melhor! Como incentivar bons comportamentos?
As recompensas motivam as pessoas? Absolutamente. Eles motivam as pessoas a obter as recompensas.
Elas funcionam muito bem para trabalhador linear mas não para trabalhador do conhecimento...
Last year (2018) I went to this store to buy 2 packs of printer paper.
The vendor asked me to pay 2 times to help reach the sales target and if it were 2 papers in the same sale they would not count the 2 items.
I had to pay 2 times for her to count 2 sales of papers..
And I did it, of course...
Diga-me como me medes que te direi como vou me comportar
Back to the future
Intrinsic motivation
Behavior that is triggered from within a person. In other words, the person is rewarding herself.
Extrinsic motivation
Behavior that is driven by external rewards (given by others), such as money, grades, and praise.
Trabalhador do conhecimento: Se não ganho bem o sujeito não está focado e não é “criativo”. Psicológico fica abalado
Porém, sem perder a sensação de que um salário justo e um sistema de recompensas que promova o desenvolvimento dos colaboradores continuam sendo importantes para atender às necessidades de nossos motivadores extrínsecos.
Estima = Esteem
However, without losing the feeling that a fair salary and a reward system that promotes the development of employees continue to be important to meet the needs of our extrinsic motivators.
Abraham Maslow in his 1943 paper "A Theory of Human Motivation"
É possível criar um ambiente no qual as recompensas possam impactar positivamente nossos motivadores sem perder a efetividade do reconhecimento seu efeito no curto e médio prazo?
Premissas
Jurgen afirma que décadas de pesquisas comprovam que o sistema tradicional de bonificações raramente tem efeito positivo sobre o desempenho dos trabalhadores do conhecimento e propõe mudanças defendendo cinco fatores cruciais para reverter essa situação;
Os 5 fatores cruciais são as premissas para um sistema de recompensa bom e colaborativo
https://management30.com/practice/merit-money/
https://management30.com/energize-people/motivation-engagement/rewards-incentives/
Os salários devem ser esperados, mas os bônus não. Mantenha-os sempre como uma surpresa. Quando os bônus se tornam freqüentes e antecipados, eles devem ser convertidos em salários regulares.
Os salários devem ser esperados, mas os bônus não. Mantenha-os sempre como uma surpresa. Quando os bônus se tornam freqüentes e antecipados, eles devem ser convertidos em salários regulares.
Ganhos devem basear-se na colaboração, não na competição. Ao determinar o quanto as pessoas devem ganhar, os principais critérios devem ser suas contribuições para um objetivo comum ou compartilhado.
O feedback dos pares é a principal medida de desempenho. Contribuições para um propósito compartilhado são melhores detectadas e avaliadas pelos colegas, não pelos seus gestores. Apenas o sistema inteiro conhece todos os detalhes.
Use o pensamento criativo para aumentar o sistema de recompensas. Espere que as pessoas possam (e irão) participar de qualquer sistema, e explore essa criatividade convidando-a e apoiando-a, em vez de expulsá-la.
Use recompensas para nutrir sua motivação intrínseca. Faça do dinheiro uma reflexão, não um concorrente da curiosidade das pessoas, da honra, da aceitação, do domínio e de todos os outros motivadores intrínsecos.
Um modelo de sistema de bonificação colaborativo e contínuo que incentiva o apoio e o reconhecimento com foco em ações e comportamentos que realmente contribuem com a melhoria do time como um todo. A principal ideia deste modelo é criar um ambiente seguro baseado na confiança mútua entre os membros do time, empoderando-os para compartilhar a responsabilidade de reconhecer o trabalho de seus companheiros e recompensá-los de acordo com seus próprios critérios.
Temos muita autonomia, e por isso, muita responsabilidade
Ano: 2017
Autonomia com responsabilidade - A autonomia somada a inteligência coletiva do grupo por sí só evitou abusos e mitigou injustiças.
Reconhecimento dos pares é o melhor feedback - É uma excelente forma de reforçar a cultura de feedbacks positivos e reconhecimento de um bom trabalho realizado.
Evidenciou a maturidade do time - Tornar os valores e feedbacks aberto para todo o grupo, fortaleceu a promoção de um ambiente de seguro e de ajuda mútua.
Melhoria de nossa visão sistêmica - Todos os coaches passaram a olhar o trabalho de todo o time para poder fornecer feedbacks.
Responsabilidade compartilhada - Em um sistema formado por trabalhadores do conhecimento é possível sim gerar pressão em pares e auto-organização utilizando fatores extrínsecos.
Motivação extrínseca também é importante - A cultura pode ser moldada de forma positiva e seguindo valores #TrueAgile mesmo com algum dinheiro sendo utilizado como combustível.
Bônus sem competição - Se você tem uma remuneração justa, onde ninguém se incomoda com o quanto ganha mensalmente, um sistema de bônus variável dificilmente trará consequências negativas.
Comportamento > Resultados - Avaliar comportamento ao invés de resultado tem um valor imenso porque ajuda a criar uma cultura colaborativa ao invés de “cada um que cuide do seu”.
Promoção da cultura de melhoria contínua - Permite expor dores que muitas vezes são silencia no dia-a-dia, permitindo com que a cultura da empresa tenha grandes oportunidades de melhoria.
A importância da visibilidade - Reforçou aspectos como o de que quem é mais social possuir maior visibilidade, fortalecendo a cultura de expor o trabalho realizado para todo o time.
2018/04 - Empresa com lucro, aumentamos o valor para reconhecer as pessoas
Mas percebemos que o valor estava muito alto e que alguns indivíduos passaram a se comportar para ganhar maiores recompensas.
A prática estava deixando de ser pelo feedback, reconhecimento, cultura e valores e estava passando a ser pela recompensa.
Colaboração
Jogar pelo time K21 (K21 teamplay)
Aprender a dar, receber feedbacks e incorporar
Buscar aprendizados
Aprender a aprender
Consistência
Ser adaptável e resiliente
Saber seus limites
Dizer NÃO é tão importante quanto dizer SIM
Evolução
Ser orientado a resultados
Estimular o compartilhamento do conhecimento
Humildade para aprender a aprender
Ler cenários e pensar sistemicamente
Ter discurso vendedor
Cuidado
Viver num ritmo sustentável
Saber seus limites
Pedir ajuda
Cuidar das pessoas, dos sentimentos e das relações
Se não for divertido estamos fazendo algo errado
Fator de sucesso: adaptação e ajustes (agora global)
Ver com Chiara se posso usar o nome dela
Holacracia é um sistema organizacional onde a autoridade e a tomada de decisão é distribuída a uma holarquia de grupos auto-organizados, abrindo mão, assim, da corrente hierarquia vigente