Four Trains of Thought on Compensation around Sustainability

The video discusses various strategies for incentivizing sustainability in organizations. It highlights four main approaches: financial incentives, competitions, collaborative incentives, and aligning compensation with the nature of work. Additionally, it emphasizes the importance of non-monetary benefits, such as paid volunteer time and wellness programs, to motivate employees towards sustainability goals.

What are the four trains of thought around compensation and sustainability mentioned in the text?

How can financial incentives be effectively used in a competitive environment according to the text?

What is the significance of tying bonuses into a pool for achieving sustainability goals?

How does the nature of work (routine vs. non-routine) affect compensation strategies?

What role do organizational culture and employee characteristics play in compensation strategies for sustainability?

Why is it important to consider individual motivations when designing compensation around sustainability?

What are some examples of non-monetary benefits that can incentivize employees towards sustainability?