Management 2.0 (Part 1)
Recently stood before the classic management task.
It was necessary to develop an intangible system of constant motivation of a small (6-8 people) department. The scope of work - IT sales, however it is not important in the current context.
I decided to approach the solution in a non-trivial way.
Considering that the biggest problem of modern companies is excessive “office space” and a lot of corporate norms and rules, there was a desire to do something non-standard, interesting, but at the same time effective and encompassing many non-numerical indicators of employees.
After several days of thinking, I decided to try to introduce a karma system.
Implemented while using a table in which the first row of the names of employees, under each name are two columns. In one, everyone wants to set the value of a change in karma, in the second, he argues accordingly. At the end of each reporting period (for example, a month) a result is summarized (however, you can also make a permanent display of the current karma). According to the results, the person with the maximum karma already receives a small bonus (specified at the beginning of the period), universal respect and respect. :)
For example,
- Oleg Ivanov
- +5 | successful attestation
+3 | concluded valuable long-term contract
-4 | merged order on servers
+1 | helped solve the issue of a new employee
- The amount by which to change karma, everyone chooses, depending on the reason. The head of department and deputy have a maximum value of + -5, all others + -3.
For convenience, color coding was applied. The name of each in the top line is written in a certain color. With the same color, he exposes karma. You can easily determine who put what.
Additional advantages of this solution:
Possible minus may manifest itself in a negative reaction to the minus. However, given the adequacy of the workers, I think this will be avoided.
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What are your thoughts on this? Would you be interested in working with such a system, what can be done better or how best to implement?
upd results for the week
It was necessary to develop an intangible system of constant motivation of a small (6-8 people) department. The scope of work - IT sales, however it is not important in the current context.
I decided to approach the solution in a non-trivial way.
Considering that the biggest problem of modern companies is excessive “office space” and a lot of corporate norms and rules, there was a desire to do something non-standard, interesting, but at the same time effective and encompassing many non-numerical indicators of employees.
After several days of thinking, I decided to try to introduce a karma system.
Implemented while using a table in which the first row of the names of employees, under each name are two columns. In one, everyone wants to set the value of a change in karma, in the second, he argues accordingly. At the end of each reporting period (for example, a month) a result is summarized (however, you can also make a permanent display of the current karma). According to the results, the person with the maximum karma already receives a small bonus (specified at the beginning of the period), universal respect and respect. :)
For example,
- Oleg Ivanov
- +5 | successful attestation
+3 | concluded valuable long-term contract
-4 | merged order on servers
+1 | helped solve the issue of a new employee
- The amount by which to change karma, everyone chooses, depending on the reason. The head of department and deputy have a maximum value of + -5, all others + -3.
For convenience, color coding was applied. The name of each in the top line is written in a certain color. With the same color, he exposes karma. You can easily determine who put what.
Additional advantages of this solution:
- Permanent competitive element without antagonism
- Everyone sees what his actions cause a positive response among colleagues
- You can easily trace what is better, what is worse for everyone
- And, of course, it's interesting.
Possible minus may manifest itself in a negative reaction to the minus. However, given the adequacy of the workers, I think this will be avoided.
')
What are your thoughts on this? Would you be interested in working with such a system, what can be done better or how best to implement?
upd results for the week
Source: https://habr.com/ru/post/42028/
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