People who have an intrapreneurial mindset will always be drawn to the opportunity to earn a higher income.
They’ll be eager for more responsibility and promotions, and they’ll also be very interested in systems that provide incentives, commissions, bonuses and other rewards. They’re less interested in flat salaries that don’t offer any room to grow. This mentality can be used by the owner to grow the business and by the staff person achieve his or her own goals.
Intrapreneurial staff members aren’t a cost to the business. They are an asset—and they are rewarded accordingly.
Consider a staff member who is paid $20 to coach a class vs. a staff member who is paid 4/9ths of any revenue he or she brings in. The former is a cost to the business, especially if only one or two people show up to class. The latter is a true asset who can generate gross revenue for the business that results in an hourly rate well above $20. In Two-Brain gyms, it’s not uncommon for intrapreneurial coaches to make much more than industry-standard hourly rates.
In the Two-Brain Business system of Intrapreneurship, employees or contractors are incentivized to use entrepreneurial skills within a larger business. Intrapreneurs essentially build their own businesses within the stable, established larger brand, and both parties win.
Salaries often create a culture of complacency. A guaranteed wage doesn’t motivate most people to do more than the minimum, and there’s no consequence for doing less than the minimum—at least until the owner eventually fires the staff member after a series of reviews that document the poor performance.
In a salaried business, it’s very easy to see how staff members are an expense. They collect money no matter what happens as long as the business stays afloat.
But if the right people are paid based on contributions, they’ll be motivated to work hard to generate more income—for themselves, of course, but also for the business that affords them the opportunity. These staff members are not an expense; they are an asset because they generate new revenue and keep a percentage of it.
Performance-based pay structures offer the possibility of great reward, and they allow independent, motivated people the autonomy they love. But this path isn’t for everyone. If you don’t perform in this system, you don’t earn great rewards.
Here are three tips for success in an intrapreneurial system:
1. Have a short memory. Success should be savored, but only for a short period. Then the nose goes back to the grindstone so more successes follow.
2. Rewards are tied to effort. Invest more and you’ll earn more. Slack off and you can expect meager rewards.
3. You must work hard and smart. Nothing will come easy, and you will have to push hard. But in a well-run business with invested ownership, you’ll have the guidance, support and opportunity you need to thrive.
In the intrapreneurial model, the right people must be in the right places. Employees and contractors must understand the system, see the path to reward and buy in. If they don’t, they won’t succeed, and the business won’t grow.
But if you’re a passionate, motivated, qualified individual, the possibilities for growth and financial success are endless.
Why put a ceiling on your earning potential? Why not reduce your own risk while generating a great income in collaboration with a supportive business owner who’s invested in your success?
Want to add $5,000 a month in recurring revenue? Click here to book a free call with a certified Two-Brain Business mentor who will tell you how to do it.
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