Its the end of the year, when sales reps are feverishly closing deals and looking forward to big commission checks, and the rest of your employees are anticipating big end-of-year bonuses. As the CEO, you're also starting to think about the compensation plan for next year and how to structure it in a way that drives the right motivation and performance.







  1. Autonomy: The desire to be self directed - i.e. help me understand the goals you'd like me to achieve, and let me get on my way to achieving them. Don't micro-manage me.
  2. Mastery: The urge to get better at things - i.e. I am more motivated by learning and getting better as a person and as a worker. Don't stand in the way of my growth.
  3. Purpose: Having a transcendent purpose - i.e. I want to be inspired to do my best. I want to be part of something great.

Of course, that doesn't mean you don't need to pay people enough for the work that they do. You absolutely need to compensate people enough in order to attract top talent and make sure that pay (and all the emotions that it garners) is not an issue. But there is certainly more to motivation than money, and as you think about your own team's compensation, I highly encourage you to keep these things in mind. Watch the video and read the book.

photo by: color line

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