You’d be hard pressed to find a modern company that believes in the ‘stick’ as the best way to motivate people. But what if I told you that the ‘carrot’ might not be the answer either?

It is easy to think if you pay people more, the happier they are. Of course, remuneration matters; people will leave if they feel that they are paid too far out of market. But as soon as you are paying people enough, remuneration stops being a substantial driver of engagement.

Ultimately, people need feedback, opportunity, and visible career development. We’ve all seen people go to another job that has more of these things (despite the same or less pay). …

I’ve gone on record several times as saying people and culture reporting belongs in the boardroom. But does it belong in the annual report?

The idea of putting people and culture metrics in the annual report is a good one. It comes from the notion that people and culture matters. If it matters we should measure it and we should hold our senior leaders accountable to it.

The best-performing companies of recent times make this data — engagement survey results and a range of other people and culture metrics — reportable all the way to the board. This leads to deep and strong conversations at the board level about what to do with the results. …

Even when you have an organization brimming with talent, victory is not always under your control. There is no guarantee, no ultimate formula for success. It all comes down to intelligently and relentlessly seeking solutions that will increase your chance of prevailing. When you do that, the score will take care of itself.

– Bill Walsh, NFL 49ers Coach, “The Score Takes Care of Itself”

Like many Aussie kids, I grew up surrounded by sport. Now at Culture Amp we’re surrounded by it in a different way. Today Culture Amp works with 12 of the 18 AFL teams, several SANFL and WAFL teams, Cricket Australia, and even a NFL team in the US. …


Didier Elzinga

People Geek. CEO/Co-Founder Culture Amp.

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