{"id":1873,"date":"2019-09-03T00:15:18","date_gmt":"2019-09-02T22:15:18","guid":{"rendered":"http:\/\/www.leveraas.com\/?p=1873"},"modified":"2020-09-14T19:27:11","modified_gmt":"2020-09-14T17:27:11","slug":"aa-braske-seg-bram","status":"publish","type":"post","link":"https:\/\/tilt.work\/blog\/2019\/09\/03\/aa-braske-seg-bram\/","title":{"rendered":"Overraskende l\u00f8nnsom frihet"},"content":{"rendered":"\n<p class=\"has-medium-font-size\"><strong>\u00abIkke snakk om incentiver. Da blir jeg bare demotivert.\u00bb <\/strong>Det var en fremragende, engasjert og sterkt etterspurt konsulent i IT-bransjen som svarte dette da ledelsen gjerne ville diskutere hvordan de kunne p\u00e5skj\u00f8nne ham og andre kolleger for en god jobb.<\/p>\n\n\n\n<p>\u00abPenger gj\u00f8r at jeg mister fokus p\u00e5 de viktige tingene\u00bb, sa han.<\/p>\n\n\n\n<p>Det er sikkert overraskende for mange. Men det er helt p\u00e5 linje med nyere forskning.<\/p>\n\n\n\n<div class=\"su-pullquote su-pullquote-align-right supullquote\">\u00abPenger gj\u00f8r at jeg mister fokus p\u00e5 de viktige tingene\u00bb<\/div>\n\n\n\n<p>Den viser at frihet og fleksibilitet er det viktigste frynsegodet medarbeidere kan ha. <\/p>\n\n\n\n<p>Og det gj\u00f8r dem til bedre medarbeidere. Mye bedre. <\/p>\n\n\n\n<p>Et offentlig kontor lot medarbeidere i et pilotprogram jobbe n\u00e5r de vil, hvor de vil. Resultatet ble 4,4 prosent h\u00f8yere produktivitet enn de som ble igjen p\u00e5 kontoret, <a href=\"https:\/\/hbswk.hbs.edu\/item\/how-companies-benefit-when-employees-work-remotely\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">if\u00f8lge en Harvard Business School-studie<\/a>. <\/p>\n\n\n\n<p>En <a rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\" href=\"https:\/\/www.inc.com\/bill-murphy-jr\/people-who-work-from-home-are-happier-more-efficient-according-to-this-fascinating-study-theres-only-1-catch.html\" target=\"_blank\">Stanford-studie<\/a> viste hele 13,5 prosent produktivitetsgevinst, 132 millioner dollar mer i omsetning, 4,4 prosent reduksjon i rekrutteringskostnader og 38 millioner dollar lavere kontorkostnader for et reisebyr\u00e5 som gjorde det samme.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Pisk og gulrot <\/h2>\n\n\n\n<p>I flere hundre \u00e5r har pisk og gulrot v\u00e6rt den prim\u00e6re metoden for \u00e5 f\u00e5 hjulene til \u00e5 g\u00e5 rundt. Hele v\u00e5rt n\u00e6ringsliv var fundert p\u00e5 at vi mennesker motiveres av bel\u00f8nning, i form av penger eller andre eksterne incentiver.<\/p>\n\n\n\n<p><strong>Bare en liten del av motivasjonen er knyttet til bel\u00f8nning. I situasjoner som krever innovasjon har penger ofte faktisk motsatt effekt: Utsikten til penger <em>reduserer <\/em>v\u00e5r evne til \u00e5 l\u00f8se problemer.<\/strong><\/p>\n\n\n\n<p>Det finnes utallige eksempler som illustrerer dette.<\/p>\n\n\n\n<div class=\"su-pullquote su-pullquote-align-right supullquote\">\u00abDu ville ikke funnet en edru \u00f8konom p\u00e5 planeten som ville sp\u00e5dd et slikt utfall.\u00bb<\/div>\n\n\n\n<p>Midt p\u00e5 90-tallet startet Microsoft utviklingen av det elektroniske leksikonet Encarta. De leide inn eksperter, utviklere og artikkelforfattere, og satset stort p\u00e5 \u00e5 lage det ultimate leksikon.<\/p>\n\n\n\n<p>Noen \u00e5r senere ble et annet elektronisk leksikon startet, Wikipedia. Leksikonet var gratis tilgjengelig, og ingen fikk en krone for \u00e5 fylle det med innhold.<\/p>\n\n\n\n<p><strong>Du ville ikke funnet en edru \u00f8konom p\u00e5 planeten som ville sp\u00e5dd et slikt utfall.<\/strong><\/p>\n\n\n\n<p>Men slik ble det.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Autonomi, mestring og mening<\/h2>\n\n\n\n<p>Dan Pink (se lenke nederst) og andre peker p\u00e5 at dersom du skal motivere kreative medarbeidere, m\u00e5 du tilrettelegge for tre ting:<\/p>\n\n\n\n<ol class=\"dots-list ol\"><li><strong>Autonomi: <\/strong>\u00d8nsker du at dine medarbeidere skal tenke \u00abut av boksen\u00bb, m\u00e5 du s\u00f8rge for at veggene er flyttbare. Mer enn halvparten av Googles nye produkter er blitt unnfanget i de 20 prosent av tiden utviklerne har til egne prosjekter.<\/li><li><strong>Mestring: <\/strong>Vi b\u00e6rer alle med oss det lille barnet som ikke f\u00e5r til tegningen sin. Hun river den i stykker i sinne. \u00d8velse gir mestring, men dersom strekket er for langt, kan det f\u00f8les uoverkommelig.<\/li><li><strong>Mening: <\/strong>Det man gj\u00f8r skal ha et form\u00e5l, enten det er \u00e5 redde verden eller bare gj\u00f8re den litt vakrere. Ansatte som ikke ser hvordan de er en del av en st\u00f8rre sammenheng, eller ikke har mulighet til \u00e5 p\u00e5virke, opplever fort sine oppgaver som meningsl\u00f8se.<\/li><\/ol>\n\n\n\n<p>En leder fortalte meg om to nylige m\u00f8ter han hadde ledet, og undret seg over hvorfor det ene var en produktivitetsfest og et adrenalin-kick, mens det andre var som \u00e5 snakke til en steinr\u00f8ys. Dette til tross for at deltakerne p\u00e5 de to m\u00f8tene stort sett var de samme menneskene.<\/p>\n\n\n\n<p>Etter \u00e5 ha tenkt gjennom m\u00f8tene, kom han til at forskjellen l\u00e5 i mestring og mening. Deltakerne p\u00e5 det f\u00f8rste m\u00f8tet skapte noe sammen. P\u00e5 det siste var de passive mottakere av informasjon de ikke hadde noe eierskap til, ei heller noen mulighet til \u00e5 p\u00e5virke.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>Med brask og BRAM<\/strong><\/h3>\n\n\n\n<p>Den st\u00f8rste utfordringen for en arbeidsgiver er \u00e5 gi medarbeiderne friheten og autonomien de trenger. \u00c5 si til folkene dine at de kan jobbe med akkurat hva de vil, n\u00e5r de vil og ikke minst <em>hvor<\/em> de vil sitter langt inne.<\/p>\n\n\n\n<p>Men det viser seg at det lar seg gj\u00f8re.<\/p>\n\n\n\n<p>Flere og flere virksomheter f\u00e5r \u00f8ynene opp for at det faktisk l\u00f8nner seg \u00e5 gi medarbeiderne frihet. Frihet under ansvar. Resultatansvar. <\/p>\n\n\n\n<div class=\"su-pullquote su-pullquote-align-right supullquote\">\u00ab\u00c5 si til folkene dine at de kan jobbe med akkurat hva de vil, n\u00e5r de vil og ikke minst <em>hvor<\/em> de vil sitter langt inne\u00bb<\/div>\n\n\n\n<p>For noen \u00e5r siden introduserte man internasjonalt akronymnet <strong>ROWE<\/strong> for \u00e5 beskrive bedrifter som ikke stiller andre krav til sine ansatte enn at de leverer resultater.<\/p>\n\n\n\n<p>ROWE st\u00e5r for \u00ab<em>Results Only Work Environment\u00bb.<\/em>&nbsp;<\/p>\n\n\n\n<p>P\u00e5 norsk kan vi kalle det \u00ab<em>bare resultatbasert arbeidsmilj\u00f8\u00bb.<\/em><\/p>\n\n\n\n<p>Som vi selvsagt forkorter BRAM.<\/p>\n\n\n\n<p>S\u00e5 kan vi glede oss over medarbeidere som g\u00e5r til arbeidet med brask og BRAM. <\/p>\n\n\n\n<p>God tirsdag.<\/p>\n\n\n\n<hr class=\"wp-block-separator is-style-dots\"\/>\n\n\n\n<p><em>Les mer om ROWE p\u00e5 <a href=\"https:\/\/gorowe.com\">gorowe.com<\/a> eller se <a href=\"https:\/\/www.ted.com\/talks\/lang\/eng\/dan_pink_on_motivation.html\" target=\"_blank\" rel=\"noreferrer noopener\" aria-label=\" (opens in a new tab)\">Dan Pink presentere sine tanker om motivasjon<\/a> og autonomi p\u00e5 <a rel=\"noreferrer noopener\" href=\"http:\/\/ted.com\" target=\"_blank\">TED<\/a>&nbsp;(eller under).<\/em><\/p>\n\n\n[videopress igaEITdC]\n\n\n\n<p class=\"has-small-font-size\"><em>Opprinnelig publisert 12.10.2010 under tittelen \u00ab\u00c5 braske seg BRAM\u00bb. Oppdatert og republisert 3.9.2019. <a rel=\"noreferrer noopener\" aria-label=\"Oppslagsfoto: Laura Hoffmann, Flickr CC BY 2.0. (opens in a new tab)\" href=\"https:\/\/flic.kr\/p\/J8JZbM\" target=\"_blank\">Oppslagsfoto: Laura Hoffmann, Flickr CC BY 2.0.<\/a><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00abIf you love them, set them free\u00bb , sa de p\u00e5 60-tallet.\u00bb Det er jo vakkert, og kanskje naivt, men; i arbeidslivet viser det seg at frihet er overraskende l\u00f8nnsomt.<\/p>\n","protected":false},"author":1,"featured_media":48680,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_tribe_ticket_capacity":"0","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"_EventAllDay":false,"_EventTimezone":"","_EventStartDate":"","_EventEndDate":"","_EventStartDateUTC":"","_EventEndDateUTC":"","_EventShowMap":false,"_EventShowMapLink":true,"_EventURL":"","_EventCost":"","_EventCostDescription":"","_EventCurrencySymbol":"","_EventCurrencyCode":"","_EventCurrencyPosition":"","_EventDateTimeSeparator":"","_EventTimeRangeSeparator":"","_EventOrganizerID":[],"_EventVenueID":[],"_OrganizerEmail":"","_OrganizerPhone":"","_OrganizerWebsite":"","_VenueAddress":"","_VenueCity":"","_VenueCountry":"","_VenueProvince":"","_VenueState":"","_VenueZip":"","_VenuePhone":"","_VenueURL":"","_VenueStateProvince":"","_VenueLat":"","_VenueLng":"","_VenueShowMap":false,"_VenueShowMapLink":false,"footnotes":""},"categories":[58],"tags":[1871,1515,1335,1283,1572,1406,1407,2037],"kompetanse":[],"tema":[2397],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.2 (Yoast SEO v22.5) - 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