d turn down a cash bonus , but there may be a more ard work of your employees .
Yet when it comes to choosing a performance-linked incentive other than financial gain , evidence suggests a great deal of professionals in today ’ s fast-paced business environment want the golden goose that will keep them ahead of the competition , make them more marketable for the future and fully engage them at work .
And if it takes money to do that , well and good . If it takes the time to acquire knowledge , learn new skills , develop a broader mindset or create new habits , then money may be the enabler but people will be the drivers .
The obvious way of course , is to invest more heavily in professional development and growth opportunities that are relevant and ultimately forward moving . As US leadership guru Dan Pink says , “ the only way to make people truly engage is to pay them enough to take the issue of money off the table ” and give them
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