This is extremely true of companies and teams, and an underappreciated area of endeavor is setting the ambient resting state level of productivity high. Most organizations do not, for a host of reasons.https://twitter.com/visakanv/status/1221664812322570240 …
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"I mean you're shouting it from the rafters." "Plausibly nobody is more sincere in this company about our incentive structures which, and I hate to keep bringing this up but it is important you understand this, I have rooted. I can speak passionately and at length about them."
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If you haven’t read it, _Measuring and Managing Performance in Organizations_ by Robert Austin goes deep into this, and knowing this nature of humans offers a model on how to measure people/teams considering the kind of work they do.
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I think this is in effect a feedback loop that arises out of the curse of normalising the measurement of productivity. Especially when workers are ranked.
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When I first learned about rooting incentive structure (different lingo when in finance) it blew my mind three different ways. It also was the single best factor for closing the gap in my mental work behavioral model.
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Hey - what do you mean by rooting incentive structure?
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