Turquoise transformation and increased motivation

Service Business

“'Win-win' is believing in the third option. It's not whether we'll do it your way or my way; it's about doing better. "

- S. R. Covey, "7 habits of effective action"


Employee remuneration system - is there one that would satisfy both the employees and the employer?

... and does the employee's motivation always depend on the level of earnings? How to build employee engagement on other, more permanent foundations? And why is earnings alone not their own?


Over four years ago, at WINS - Web INnovative Software - we took up the challenge of asking ourselves important and often difficult questions. Among other things, what motivates us all to act and how we imagine the ideal employer. Since then, we have come a long way to reorganize the work system and its structure, so that the company's profit does not come at the expense of the employee, but is the result of his development and commitment to the tasks he carries out with passion.

This article introduces the story of WINS becoming a so-called turquoise organization. It is also the beginning of a cycle in which, on the basis of practical examples, we will show what the company's path to transformation into a turquoise organization may look like, i.e. how to successfully introduce a "win-win" management model, in which both the employer and the employee achieve measurable benefits .

Human work as a basic human right

Most of us have come across the commonly used definition of the relationship between the employer and employee as the "labor market". Few of us wonder about its literal meaning - it directly implies that there is a space where the parties make transactions, the subject of which is human work. This situation is of particular importance in the context of the provisions of the Universal Declaration of Human Rights, which recognizes the right to work as a fundamental right of every human being.


Declaration in art. 23 point 1 provides, namely:

"Everyone has the right to work, to free choice of employment, to just and favorable conditions of work and to protection against unemployment."

According to the judgments of courts around the world, the fundamental human right cannot be a commodity, and therefore cannot be directly subject to market (speculative) mechanisms.

Proper perception of the phenomenon of work - as a right, not a commodity - is also the starting point for considering its role in our lives. How do we perceive work and is it consistent with the functions it should actually fulfill? The answers to these questions will allow us to take a closer look at the problems faced by companies, and then - possible solutions. First, however, it is necessary to raise the issue of the functioning of the person himself, in order to then be able to place it in the professional context and connect it with the dignity system of motivation.

Holistic vision of man

Man lives simultaneously in four spheres: physical, emotional, mental and spiritual.

Each of these spheres requires daily care. By caring, we mean the constant renewal of energy, continuous improvement, and maintaining balance in everyday life. In this context, the obvious statement that every person wants to live well means that he wants to meet the needs in all these spheres at the same time. In practice, in the minimum dimension, it can be understood as follows:

  • physical sphere - availability of material resources enabling leading a dignified life;

  • emotional sphere - positive relationships with other people;

  • mental sphere - intellectual development to deepen understanding of reality;

  • spiritual sphere - perceiving the meaning in the actions taken.

Apart from the fact that everyone cares about their needs in all four spheres individually, it is possible - or even necessary - to satisfy them also on a professional level. It is possible not so much by the literal implementation of each of the above-mentioned needs, but by creating a space that will support the development of employees in these dimensions. We write more about it in the context of the turquoise work organization later in the article.

Common approach to work and management by values

It is commonly believed that man works to obtain the means by which he can buy a good life. This leads to excessive expectations related to the amount of remuneration for work, and thus - a number of pathologies, including:

  • work-life imbalance - caused by numerous overtime hours;

  • excessive expectations towards the employer - regardless of the circumstances, always too low salary or too few benefits.

In such cases, work is a place to be. Employees look forward to the weekend, during which they can meet friends, pursue their passions, and take care of their physical health. It is known from practice that in such cases also weekends are lost to catching up with various types of arrears.

The illegitimacy of such an attitude becomes apparent when we realize how much work is involved in our lives. Therefore, postponing the actual life for "after work" does not bring any benefits - on the contrary, especially as when we burn out in the professional field, we often no longer have the strength to fulfill ourselves in the remaining free time. So how do you break this vicious circle?

The crisis is the driving force behind action

At this point, let's return to the WINS company. Along with its dynamic development, internal changes took place. Its beginning came from two enthusiasts and a vision of creating something that no one in Poland has ever created before. ERP for Kowalski, in the cloud, available for a handful of change. The economy is inexorable, thanks to it success and rapid development have come. It resulted in a steady increase in employment, a spontaneously formed work culture and rules of remuneration. Over time, the atmosphere in the company began to thicken, and most people were dissatisfied. High salaries did not improve work efficiency in any way. All bonuses and benefits also stopped working after some time. Helpless in the face of ineffective traditional methods of employee motivation, we decided to look for other solutions. It was then that we started to shift the very management paradigm towards referring to the dignity motivation.

Change of the management model

The key to good changes is to accurately identify the problem and then take optimal action. This leads to a permanent change.

So if high remuneration, bonuses and benefits do not improve the efficiency of work in the company, it is necessary to consider what the crux of the problem is. For this purpose, we must look at the management paradigms in force in the company.

So, if the typical harmful paradigm is as follows:

"Every employee wants to earn as much money as possible at the lowest possible cost, which means that he is dishonest with the employer",

then the paradigm flowing from the holistic vision of man should be:

“Man is naturally good and does everything optimally for himself. In order for him to be able to do something that is compatible with himself, he must be given such an opportunity ".

The application of a new paradigm changed the reality of the company. It should also be added that a paradigm shift is understood as a change in the entire organization of work, including the relationship between all employees and managers. It is a gradual process that requires careful planning and consistency in implementation, as well as honesty on both sides. The following articles in this series are intended to guide the entrepreneur step by step through this process.

What can our company give to people?

Since man lives in four spheres, let's create such a work culture that he can fully meet all his needs:

In the physical dimension - high remuneration without bonuses and penalties, ensuring a sense of stability and security (the basis of Maslow's pyramid), decent working conditions;

In the emotional dimension - teams in which there is mutual sincere kindness, creative co-responsibility in projects (including co-responsibility for all successes);

In the mental dimension - training in professional and self-development, participation in projects in terms of raising qualifications;

In the spiritual dimension - the company's mission in line with the values ​​of employees, participation in charity actions supported by the company;


The whole thing requires proper consideration of the actions that the company will take to meet the needs. Due to the fact that this is a broad and important topic in the context of changing the organization of the company, a separate article will be devoted to it.

Transformation to dignity motivation

“Motivating the dignity is based on the need for the personal dignity of every human being. It is an extremely strong need deeply embedded in our psyche, including self-esteem and the need to be proud of ourselves. "

- prof. A. Blikle

If we work to raise funds to live a good life, there is nothing to prevent us from living a good life already at work.

“A good life is the feeling that what we do is important, someone needs it, allows us to develop, use and improve our talents. A good life goes on among people whom we trust, and they reciprocate.

- prof. A. Blikle

In retrospect, I have to say that the transition from benefit-based to dignity-based motivation is undoubtedly the most difficult task. However, it is crucial in changing the management method to a more effective one. The main difficulty here is building a culture of trust - this task concerns both the employer and employees. A separate article will be devoted to the issue of how to break the pattern of distrust and competition into trust and cooperation. It is worth mentioning that the employer should ensure that trust is created, first of all, between employees, and not seek their trust in himself.This does not mean, however, that he is not bound by the principle of honesty and transparency resulting from management by values ​​- more on this in the next article.

Appealing in the company to the spiritual depth of the employees who co-create it results in a significant increase in the effectiveness of the entire company, the emergence of innovative solutions - it favors the synergy phenomenon. So let's invest your resources in it. Investment is a key word, especially in the context of providing employees with the resources necessary to meet their needs. Entrepreneurs often see it in terms of costs that should be avoided as much as possible. In reality, however, it is an investment that pays off with a multiple increase in efficiency compared to traditional management models.

What brings a dignified system of motivation?

"When we act with deep integrity and respond positively to a felt calling in us, the universe does everything to help us."

- Frederic Laloux

In short, the greater the commitment, the greater the belief in the purposefulness of the actions taken - the greater their effectiveness.

Therefore, in a situation where, thanks to dignity management, employees can fully fulfill themselves within the organization, when they have a real impact on the way it operates, as well as on the end result of the projects in which they participate, both and the quality of the services provided and the products created is at such a high level that the demand for them increases due to the recognition that they have an above-average effect.

This contributes to the improvement of the company's condition and an increase in the pace of its development, and thus also the amount of remuneration and the standards of the working environment. As a result, the company can increasingly pursue its mission to change the world for the better, with the full support and satisfaction of employees.