TalEction | Compensation

How to compensate based on Optimized State

Today, the core elements of compensation systems are goals, results and/or activities, elements that have been successfully implemented in a stable and internal business world to generate and maintain motivation (extrinsic motivation ) for the last 50-60 years.
Due to the industrial revolution 4.0, digitalization and onboarding of millennials (75% of the workforce by 2025), businesses have to change the way of maintaining and generating motivation.

In the future compensation systems must be based more on cultural adaption, learning and values (intrinsic motivation).
The formation of more flexible and growing cultures may lead to the need for increased use of team organizing and compensation. The stronger the shared values are among the team-members, the greater the likelihood of success with team-based payments.

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What is Compensation Management?

Our Performance Leadership (PL) product identifies Culture, Values, Learning, Potential, Progression and Adaptation for individuals, team and organizations. In other words: all you need to change rewarding from fixed mindset to rewarding growth mindset (looking at humans as growth assets and not only as fixed assets).
At the same time, you change individuals motivation from extrinsic to intrinsic. The question you should be asking yourself? What motivates millennials? Goals, Activities and Profit? Or Culture, Values (meaning) and Learning and Development?

What do you get from Compensation Management,

(Performance Leadership data to calculate compensation).
Learning potential compensation.
Learning progression compensation.
Learning adaptation compensation.
KPI: Readiness indicator (potential, progression and adaptation).
Learning potential, progression and adaptation at individual-, team- and organizational levels.
Sustainable compensation system based on facts.