I was excited to learn about Julian Barling and Nick Turner's work; we just recorded a podcast episode (out in December maybe?) about this shift in language I've seen, in some corners anyway, and, admittedly, my clients are far on the bellweather curve, from "incentivizing" employees to taking good care of them, which I believe is paradigm shift. The whole nature of thinking about incentives rests on this antagonistic labor relation-- giving employees the minimum viable amount of "good things" and pay to "motivate" them-- of course, which seems very in line with what you're writing about here.
Thanks, Kate! I didn't want to gush in the article, but Prof Barling is somewhat of a hero of mine, though I've never met him personally.
I'll look forward to the podcast episode. I just subscribed. For others reading this who may be interested, more info on Kate Tyson's and John Gerber's "Whiskey Friday" podcast can be found at https://www.whiskeyfridayspodcast.com/
For folks interested in this topic, Alfie Kohn's "Punished by Rewards: The Trouble with Gold Stars, Incentive Plans, A's, Praise, and Other Bribes" was a seminal work, though it's focus was education and, in all honesty, it's 25 years old and somewhat outdated. There's also Ed Deci's and Rich Ryan's Social Determination Theory — adapted in Daniel Pink's book "Drive" — which has produced tons of research showing that, rather than external rewards, people are motivated by autonomy, relatedness (social connection), and competence.
Great discussion, Bob. I'm with Ed Lawler - it is ever so. I'd be interested in what employee-owned companies would say are their priorities. Bob's Redmill is a good example of one. According to that Bob, there are about 6,000 such companies. One other Ed Lawler supportive thoughts - I wonder if in large companies, the "deciders" have a clue what their employees lives are like. Or really care so long as the profits keep rolling in and the share holders are happy.
Thanks, Barbara. Not gonna lie, I had a hard time collecting my thoughts (and the research) on this one and left it feeling like I only did it 65%. But I can't help but hope that there are some nuggets readers will find interesting and, ideally, thought provoking.
You pose a great question/point about employee-owned businesses. You and I worked for a company that had an employe-owned bread company as a client. I spent some time with them and it seemed like a place that actually endeavored to act in line with a set of values (and not just think of values as something you put on a poster in the break room).
On the other hand, isn't REI considered employee-owned? They have a great reputation, but recently have been quite belligerent to workers attempting to organize. And what's up with employees organizing in an employee-owned company?
Your comment reminds me that employee-ownership is really something I need to educate myself about. Maybe I'll even drop in on Bob's Redmill someday.
Do deciders understand what employees lives are like? I don't know. Their latest virtue signaling is around empathetic leadership, so they must be experts.
True enough about REI. Here in Bellingham, our REI was the first store to create a union. Not sure if the bargaining is complete or what employees wanted. Loved the posters in the breakroom. On one consulting job in Kentucky for managed care, those posters you could buy in the back of airline magazines were all over the offices.
REI is member-owned -- not employee owned. They've tried to hide behind a "we're a co-op, we don't need a union" schtick...and it's bullshit.
There actually are union co-ops in the world :) And a lot of great organizing happening nationally to create more solidarity and shared knowledge between worker owned coops and unions. (A whole symposium even! https://coopcincy.org/events/2023/symposium)
I was excited to learn about Julian Barling and Nick Turner's work; we just recorded a podcast episode (out in December maybe?) about this shift in language I've seen, in some corners anyway, and, admittedly, my clients are far on the bellweather curve, from "incentivizing" employees to taking good care of them, which I believe is paradigm shift. The whole nature of thinking about incentives rests on this antagonistic labor relation-- giving employees the minimum viable amount of "good things" and pay to "motivate" them-- of course, which seems very in line with what you're writing about here.
Thanks, Kate! I didn't want to gush in the article, but Prof Barling is somewhat of a hero of mine, though I've never met him personally.
I'll look forward to the podcast episode. I just subscribed. For others reading this who may be interested, more info on Kate Tyson's and John Gerber's "Whiskey Friday" podcast can be found at https://www.whiskeyfridayspodcast.com/
For folks interested in this topic, Alfie Kohn's "Punished by Rewards: The Trouble with Gold Stars, Incentive Plans, A's, Praise, and Other Bribes" was a seminal work, though it's focus was education and, in all honesty, it's 25 years old and somewhat outdated. There's also Ed Deci's and Rich Ryan's Social Determination Theory — adapted in Daniel Pink's book "Drive" — which has produced tons of research showing that, rather than external rewards, people are motivated by autonomy, relatedness (social connection), and competence.
Ack. Sorry... I digress. :(
Oh, reading lists are 100% my favorite language to speak in! Appreciated.
You also reminded me that Carol Sanford has a new book that I haven't read called "No More Gold Stars": https://carolsanford.com/no-more-gold-stars/
Oh, wow. Carol Sanford's book looks fascinating. I will check it out. Thanks, Kate!
Great discussion, Bob. I'm with Ed Lawler - it is ever so. I'd be interested in what employee-owned companies would say are their priorities. Bob's Redmill is a good example of one. According to that Bob, there are about 6,000 such companies. One other Ed Lawler supportive thoughts - I wonder if in large companies, the "deciders" have a clue what their employees lives are like. Or really care so long as the profits keep rolling in and the share holders are happy.
Thanks, Barbara. Not gonna lie, I had a hard time collecting my thoughts (and the research) on this one and left it feeling like I only did it 65%. But I can't help but hope that there are some nuggets readers will find interesting and, ideally, thought provoking.
You pose a great question/point about employee-owned businesses. You and I worked for a company that had an employe-owned bread company as a client. I spent some time with them and it seemed like a place that actually endeavored to act in line with a set of values (and not just think of values as something you put on a poster in the break room).
On the other hand, isn't REI considered employee-owned? They have a great reputation, but recently have been quite belligerent to workers attempting to organize. And what's up with employees organizing in an employee-owned company?
Your comment reminds me that employee-ownership is really something I need to educate myself about. Maybe I'll even drop in on Bob's Redmill someday.
Do deciders understand what employees lives are like? I don't know. Their latest virtue signaling is around empathetic leadership, so they must be experts.
True enough about REI. Here in Bellingham, our REI was the first store to create a union. Not sure if the bargaining is complete or what employees wanted. Loved the posters in the breakroom. On one consulting job in Kentucky for managed care, those posters you could buy in the back of airline magazines were all over the offices.
REI is member-owned -- not employee owned. They've tried to hide behind a "we're a co-op, we don't need a union" schtick...and it's bullshit.
There actually are union co-ops in the world :) And a lot of great organizing happening nationally to create more solidarity and shared knowledge between worker owned coops and unions. (A whole symposium even! https://coopcincy.org/events/2023/symposium)