Poor management can easily destroy collaboration by rewarding people for behavior that optimizes for their function at the expense of customer outcomes or wider organizational goals. Examples of this include rewarding developers for features that are “dev complete” but not production ready, or rewarding testers for the number of bugs they find.  In general, rewarding people for output rather than system-level outcomes leads to dysfunction, and in any case monetary rewards or bonuses have been demonstrated to reduce performance in the con- text of knowledge work

 - Jez Humble  

#optimization #features #testers #bonus #output #less