Why You Should Be Paid for Commitment, Not Hours or Results

The concept of the 40-hour workweek is outdated, this we know. So then why has the average corporate pay structure not changed accordingly?

Entrepreneur Jurgen Appelo has a fix: organizations should determine compensation based on commitment level, not on the number of hours worked per week or on the amount of work delivered. If two people can complete a different quantity, and quality, of work in the same amount of time, it makes zero sense to pay them a comparable rate. The concept of compensating employees for results is equally dysfunctional. If people get paid for a certain measurable outcome, they’ll inherently try to figure out how to get there the fastest, sacrificing thoroughness and curiosity.

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