| ▲ | diogenes_atx 7 hours ago |
| It's interesting that the author does not even consider the impact of incentives on performance. As Charlie Munger famously said, "Show me the incentives, and I'll show you the outcomes." It is true that collaboration becomes increasingly difficult as the team grows in size, but collaboration is not the fundamental problem. To manage a large team, the real challenge is to design incentives that properly reward those who produce and perform, and penalize those who don't. People respond to incentives (yes, it is a tautology, and that is precisely the point). |
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| ▲ | timcobb 4 hours ago | parent | next [-] |
| What kind of incentives are possible in your average tech work environment? A raise? A bonus? Raises usually come with more responsibility. I'm not familiar with tech companies doing bonuses. |
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| ▲ | quirkot 3 hours ago | parent | next [-] | | Money is the sledgehammer of incentives. Above a reasonable amount of pay, it's overkill and makes lots of collateral problems. The really effective incentives are status based and situational to the group dynamic | | |
| ▲ | timcobb 2 hours ago | parent [-] | | Can you give an example please. How do you do this without introducing bad vibes? |
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| ▲ | recursive 3 hours ago | parent | prev | next [-] | | Hours of PTO? | | | |
| ▲ | kabdib 2 hours ago | parent | prev [-] | | "The reward for winning is the opportunity to play again" | | |
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| ▲ | sosodev 2 hours ago | parent | prev [-] |
| Can we actually align incentives at scale? It seems to me that if it were possible we would live in a utopia. |
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| ▲ | lotyrin 2 hours ago | parent | next [-] | | The issue is that systems don't account for the diversity in how people are motivated and what parts of systems they are sensitive to and how they are sensitive to them. By default in the dominant culture, most systems come down to individual incentives for individual drive and shame dynamics for collective drive, and that covers a decent chunk of how people are motivated, but leaves out people who are motivated differently and actively harms people for whom these are paralyzing. | |
| ▲ | red-iron-pine an hour ago | parent | prev [-] | | there is no accounting for taste. some people are okay getting paid just a basic amount and going home and living life. others need to fill a gap -- the "insecure overachiever" demographic. https://www.bbc.com/worklife/article/20180924-are-you-an-ins... how do align ruthless sociopaths, gropy / rapey executives, angry mother hens, and phone-it-in interns? |
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