Love this. I've been working on a concept Return On Energy. "ROE" would shift compensation from traditional "production value" to energetic expenditure. Emotionally taxing jobs would have a weighted value for the sacrifice necessary to perform.
Interesting concept. How does that show up for employers, though? Our whole model is skewed, but I think that no one knows the right way to fix it. That permeates 'dispensable' jobs all the way to the C-Suite. How do you characterize the value-add of any one person in the chain?
Great question. Just a concept currently. Redefining "value" to consider how different roles vary in cognitive load, emotional regulation, responsibility density, and recovery cost. ROE is like the final stage of us understanding the human experience and automating/rewarding the parts that are less fulfilling.
Love this. I've been working on a concept Return On Energy. "ROE" would shift compensation from traditional "production value" to energetic expenditure. Emotionally taxing jobs would have a weighted value for the sacrifice necessary to perform.
Interesting concept. How does that show up for employers, though? Our whole model is skewed, but I think that no one knows the right way to fix it. That permeates 'dispensable' jobs all the way to the C-Suite. How do you characterize the value-add of any one person in the chain?
Great question. Just a concept currently. Redefining "value" to consider how different roles vary in cognitive load, emotional regulation, responsibility density, and recovery cost. ROE is like the final stage of us understanding the human experience and automating/rewarding the parts that are less fulfilling.