Let's apply this compensation model to the work world:

You have an administrative assistant who's not doing a great job, just 9-5, who doesn't really care -- makes $30,000/year.

On the other hand, you have the best administrative assistant since sliced bread -- totally organized, really dedicated, etc. -- and, of course, you pay that person a 40X difference on $30K -- or $1.2 million/year. Right?

Of course not, that's not the way it works. But maybe it should.

You're probably thinking -- "Hey Auren, the workplace is not like baseball!"

And you're right -- there are a lot of differences between the workplace and baseball. The main differences is that in the workplace, it's not appropriate to walk around in tight pants, spit, and scratch yourself all day. But I digress...

But there are some commonalities to baseball within our workplace. Think about salespeople.

In your organization you might have some salespeople making $50,000 while other salespeople are making $500,000. That's a 10X difference -- not as large as 40X but still very significant. Why do we pay salespeople this way? Because like baseball, sales is very measurable.

As companies start to be more sophisticated in measuring results, we are going to start to see results-oriented compensation to administrative assistants, accountants, programmers, teachers, marketers, etc.

An "A" player in an organization often times can produce the same results as three "B" players. And three "B" players can be produce what nine "C" players can achieve. So this means we should potentially have a 9X difference in compensation b/w the mediocre and the great.

Summation: Expect to see a compensation revolution happen over the next 10 years as we start to put more value on our human assets.

(What are your thoughts?  Write auren@summation.net)