I’ve noticed that decision-making in increasingly horizontal organizations is a recurring topic in this forum. With that in mind, I’d like to share with you the Team-Set Salaries approach.
Team-Set Salaries (TSS) is a next-generation compensation process that uses an elegant algorithm to solve the key problem in people management today:
How do we set fair compensation for individuals in multiskilled, collaborative teams?
TSS is used to set salaries, share bonuses and even to distribute company equity.
It is used by teams in both hierarchical and horizontal companies. It fixes the lack of good compensation solutions in systems such as Holacracy, Sociocracy, Teal and Management 3.0.
It provides fair, actionable, individual performance appraisal for multiskilled teams with minimal overhead for managers and team members.
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Most career goals are still focused on climbing a broken corporate ladder. Linear career paths are still the norm. Yet we all know the world (of work) changes quickly. Let's say goodbye to traditional career paths and embrace a more fluid world.
"I'd rather get it wrong than not do it at all". These words started a powerful initiative within housing association United Welsh in response to the Black Lives Matter movement. They came from Lynda Sagona, the chief executive, and led to a deep and impactful series of words and deeds.
One of the common pieces of conversation prompted by the pandemic has been that “after this is over, everything is going to be different.” It sounds uplifting... though I’m not sure what people are imagining will have changed. While a crisis (personal or collective) can cause reflection, more often than not, when it’s over, things merely revert to being much the way they were before it happened.