Align Incentives So the Behavior Sustains Without You
Aligned incentives are what make a behavior durable once you stop watching it. Formal metrics often reward the opposite of what a manager coaches; a scorecard built for speed quietly defeats a push for thoroughness. Naming the rewards still flowing to the unwanted behavior, then reshaping what you control so the right behavior pays better, sustains the change. Some conflicts sit above the manager and must go to whoever owns the incentive, with a specific fix.
Proficiency Level
This is a preview of how skill assessment works in Admire
Measurable Behaviors
Behaviors are optimized to be directly observable for evidence-based skill tracking.
Check whether formal metrics reward the behavior you want
Compares the behavior against the person's formal targets, catching a scorecard that rewards the opposite.
Identify rewards that still flow to the unwanted behavior
Names the specific rewards the old behavior still earns before adding anything new to compete with them.
Make the desired behavior the easier and better-rewarded path
Removes friction, adds recognition, or changes a local rule so the desired behavior takes less effort or earns more.
Reconcile competing consequence systems the person is caught between
Resolves a conflict the person is pulled between by adjusting the target, sequencing priorities, or making the trade-off explicit.
Surface incentive conflicts to leadership with a proposed fix
Raises a structural incentive conflict to whoever controls it, with a specific proposed change, instead of working around it locally.
This is a preview of how behavior tracking works in Admire
What Mastery of Incentive Alignment Looks Like
A manager at this level checks formal metrics for contradictions, names the rewards still feeding the unwanted behavior, and reshapes what they control so the desired behavior costs less or earns more. They resolve the conflicts a person is caught between rather than leaving them to absorb it, and they escalate structural ones to leadership with a specific proposed change.