🎅 Programmable Compensation

Performance-based rewards in action at the dlab Holiday Party

Expanding on our work on employee equity, we’ve started experimenting with programmability in bonus compensation — how companies can align work values with workforces using rewards tied to objectives and KPIs and are trustlessly paid out in cash. And what better way to demonstrate than with a performance-based game at the dlab: blockchain accelerator & venture studio end-of-the-year holiday party?

Work for Champagne

Using Quidli, we designed a party game for guests to contribute marketing work in exchange for earning “holiday shares” to ultimately compete for a bottle of champagne.

The objective? Help us to gain more visibility on Twitter by tagging the Quidli account and posting; results are automatically tracked and displayed in real-time on the app leaderboard, and the guest with the most likes and retweets by the party’s end gets a bottle of champagne.

And by tying our mini marketing goal of spreading the Quidli message with an attractive enough incentive, we were able to quickly build alignment with an impromptu community of contributors to help us:

As a result, despite a modest presence on Twitter, in a span of three hours, we were able to drive increases of: 733% in mentions; 73.8% in new profile visits; and, most importantly, direct contacts by two new prospective client companies interested in learning more about our solution.

Quidli at its core is about providing contributors with more skin-in-the-game to create win-win situations, and so we were very pleased with these results.

Business Applications

But beyond tweets and bottles of champagne, Quidli enables companies to set, measure and give more meaningful skin-in-the-game — micro-distributions of equity or revenue shares programmed to be issued upon achievement of values that matter to your particular project or business.

In addition to viral marketing, business objectives can include increasing sales, hitting time-sensitive deadlines, incentivizing good behaviors such as reducing waste, etc. If you can track it, you can use it to build the compensation engine that most precisely fits the need of your organization or work culture. Simpy determine the KPIs and metrics important to you, and let Quidli be your back office for implementing, tracking, and executing agreements clearly for both admin and workers.

At a time when work patterns are changing and people are less incentivized to take ownership of work they don’t feel aligned with, performance-based rewards paid out in equity or cash can be a powerful motivator and solution.

What Does This Mean?

Following this holiday party experiment, we’re now more convinced that building a work culture where real doers are engaged as real owners of the work and value they produce is a method for more inclusively driving growth. And if your company or project is looking for a programmatic tool to build out such compensation systems, we’d love to get in touch and talk more about what we can potentially do for you!

Interested in programmable compensation paid out in equity or cash for your company? Visit our site, follow us on Twitter, and or contact us directly with any questions or comments you may have at hey@quid.li.