incentive /ɪnˈsen.t̬ɪv/
something that encourages a person to do something by offering them a reward
or in my experience: the invisible force that shapes everything we do
Incentives are one of the most effective ways to shape teams and organizations.
They’re everywhere, whether we realize it or not.
One huge part of my leadership style is transparency. Whenever I see someone being open about what works and what doesn’t - actually focused on solving the problem - I make sure they know I noticed.
Same applies to how I communicate with others.
I share everything I know about a problem or situation. Not holding back information. That way everyone can follow along and understand why we make certain decisions.
I love transparency, openness, and directness. It just makes everything so much easier.
But here’s the thing: you need to create the incentives you want to see in your team. And then actually live by them.
Say what you value out loud. Repeat it. Again and again.
Yes, you might feel like a broken record sometimes. But people need to hear it multiple times before it sticks.
When incentives align with what people naturally want to do? Magic happens. You get this productive, happy environment.
When they don’t or it feels there are not incentives? Everything feels like pushing a boulder uphill. Even the basics become a struggle.
Most people just want to know what good looks like. They want to do great work and be recognized for it.
That’s it. That’s often enough.
So when you work with others - and listen, you don’t have to be a manager for this - introduce incentives for the culture you want to see more of.
Always start with yourself. Live the values you want to see in others.
If it resonates? People will notice. Your colleagues, your managers, everyone. And you’ll be more successful because of it.
When everyone feels safe bringing their own values to the table? When they can shape the culture too?
That’s when you know you have a healthy team.
Pay attention to actions, not words. When it’s crunch time, is your manager there with you in the trenches? Or are they just a bystander shouting instructions from the sidelines?
You know which one actually helps.
“We need to get project Y done faster because we need it by date X”
That’s not motivating anyone.
Better: “If we ship project Y by X, we can ride this huge marketing wave. It’s a massive visibility opportunity.”
See the difference?
Focus on the “how” more than the “what.”
You want to see change? Be the change. Otherwise it’ll never happen.
Be explicit about what you value. Be clear about what matters to you.
Give people a roadmap to success. They’ll follow it.
And everyone wins.