Comments on: Let’s Change How We Relate To Future Success http://www.baileyworkplay.com/2008/04/lets-change-how-we-relate-to-future-success/ Rethinking Customer Experience & Marketing Tue, 07 Feb 2012 12:56:05 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Chris Bailey http://www.baileyworkplay.com/2008/04/lets-change-how-we-relate-to-future-success/comment-page-1/#comment-712 Chris Bailey Sat, 05 Apr 2008 00:14:31 +0000 http://baileyworkplay.com/2008/04/04/lets-change-how-we-relate-to-future-success/#comment-712 Hiya Jamie...love how W.L. Gore deals with promotions. Let folks who want to lead actually lead. And find other ways to highlight and acknowledge other employees. The saddest thing is when a really great engineer (or designer or salesperson or etc...) is elevated to management as the only way to promote them. And they hate it, but what other choices do they have? Instead, give them more work that fits their strength, more visibility to accentuate their work, or more freedom to find that next great idea. Elevating someone should be about freeing them, not binding them. As for raises and the like...I'm still out there looking for ideas on how to improve this. Until someone can prove to me that the current system is the best of all possible options, it's going to be yet another pet cause of mine. Oh...and I totally agree with salary transparency. This is one organizational secret that contributes to an erosion of trust and fairness. Hiya Jamie…love how W.L. Gore deals with promotions. Let folks who want to lead actually lead. And find other ways to highlight and acknowledge other employees. The saddest thing is when a really great engineer (or designer or salesperson or etc…) is elevated to management as the only way to promote them. And they hate it, but what other choices do they have? Instead, give them more work that fits their strength, more visibility to accentuate their work, or more freedom to find that next great idea. Elevating someone should be about freeing them, not binding them.

As for raises and the like…I’m still out there looking for ideas on how to improve this. Until someone can prove to me that the current system is the best of all possible options, it’s going to be yet another pet cause of mine.

Oh…and I totally agree with salary transparency. This is one organizational secret that contributes to an erosion of trust and fairness.

]]> By: Jamie Notter http://www.baileyworkplay.com/2008/04/lets-change-how-we-relate-to-future-success/comment-page-1/#comment-711 Jamie Notter Fri, 04 Apr 2008 15:25:42 +0000 http://baileyworkplay.com/2008/04/04/lets-change-how-we-relate-to-future-success/#comment-711 Amen, brother! In terms of promotions, I think of the W.L. Gore system, where leaders are elected by the staff--if people like the way you are leading, they invite you to lead the team. It's not about title, it's about leadership that works. As for raises, I agree that the current system sucks, but since I only work for myself, it's easy for me to criticize. I just don't know how to quantify individual work and then match it to a specific dollar amount. My one suggestion, though: make all salary information completely transparent. I'm not sure the secrecy really serves us. Amen, brother! In terms of promotions, I think of the W.L. Gore system, where leaders are elected by the staff–if people like the way you are leading, they invite you to lead the team. It’s not about title, it’s about leadership that works. As for raises, I agree that the current system sucks, but since I only work for myself, it’s easy for me to criticize. I just don’t know how to quantify individual work and then match it to a specific dollar amount. My one suggestion, though: make all salary information completely transparent. I’m not sure the secrecy really serves us.

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