The Agile movement was created for this purpose — it seeks alternatives to traditional project management. Project management has always been a system to monitor project deliverables by tracking the allocation of resources — people being the most important one.

Agile approaches help teams respond to unpredictability through incremental, iterative work cadences and empirical feedback. The scrum master helps keep the team focused, removes obstacles in the way of success, and protects the team from distractions.

To incentivize the team as a whole, you must reward the team as a whole

The Agile method and scrum is inherently a motivating movement. Incentivizing the team, on the other hand, is external to that. To incentivize the team as a whole, you must reward the team as a whole (bonuses if the team acheives development targets etc.)

Total compensation is what will attract the kinds of candidates that you need, and get them to stay. This includes pay, stock options, bonuses, benefits, vacation time, paid time off for various reasons that reflect company values (volunteering, professional development, etc), and parental leave benefits (salary top ups). The simplest and most straightforward way of knowing what compensation will attract the right candidates is to seek comparables from other companies, or to ask the candidates themselves.

Base compensation is the price you pay for the exclusive use of a person’s talents. To extract work from that person, to get deliverables done on time and on target, those iterations are motivated by other incentives (meaningful work, professional development, leadership opportunities, and growth).

The lavish perks that Google is known for — free gourmet meals, in-house massages, and dry cleaning on campus — are nice-to-haves but ultimately not game-changers.

Laszlo Bock, the SVP of Google’s People Operations said “The dirty secret of all these perks is it doesn’t actually retain people or even attract people,” Bock said. While the perks may provide efficiency, community, and an inviting atmosphere, he believes they ultimately won’t swing people who are thinking about leaving.

Compensation and incentives are two totally different strategies for two different goals.

Author: Jasmine P. Ramratan

Jasmine has over 15 years of human resources and progressive management experience in government and the Department of National Defence.

Jasmine is a positive, high energy and gregarious person who enjoys pushing her limits in new and exciting realms. As she transitions to a second career following nearly 15 years of service in the Royal Canadian Air Force, she is seeking new opportunities to exercise her leadership, HR knowledge, and love of public speaking.

In her spare time, Jasmine serves on the Board of Directors as the Vice Chairperson for the national charity Courageous Companions which provides service dogs to military veterans and first responders who have physical and/or psychological injuries from their service. This cause is very close to her heart as a military veteran, spouse of an injured veteran and dog lover.

She is looking to expand her leadership roles by engaging in opportunities to mentor young human resource professionals to continuously have a positive impact on the industry within Alberta. She firmly believes that philanthropy is one of the most rewarding and personally fulfilling ways to use her talents and has committed to dedicating a portion of her time to these endeavours.

Jasmine holds a Bachelor of Science degree from the Royal Military College of Canada, and the Certified Professional in Human Resources designation (CPHR) since 2014 and has native language abilities in French and English, and a working knowledge of Spanish and German.