Dear OctoHumans,
Some of you are updated on the state of the things. Some of you not. Skip the Context section if you are updated.
CONTEXT
For several weeks it has been said within newsletters, calls, and conversations that we are missing full-time dedicated people to engage in MetaGame. Most specifically, that we need full-time Senior Front-End Devs, and Technical PMs. Other roles were also requested, such as a Senior UI/UX Designer and both Shillers and Writers.
Clarification must be made. Full-time dedication or commitment does not mean 40 hrs a week. It means putting your heart and mind into making what we collectively agree to happen.
Also, it was said that the fundraising would bring resources additionaly to other needs, to pay for enabling full-time people to stay. And that in fact, succesfully fundraising without having full-time dedicated people will might even be bad.
Clear problem: How can we engage full time/mind/heart high quality and like-minded professionals into MG that require a compensation of above $4,000/month?
Headhunting season opened
So… I took ownership of the Headhunting. Looked for Senior Front-End Devs and Tech PMs that were already engaged in gaming and looking to take a new challenge. Found many, filtered them. Talked to them 1 on 1. Have been supporting the ones that stayed and making sure that they enjoy playing the MG experience.
However, now that we have people actually saying that they are taking the shot of becoming full-time in MG we are reacting with a step-back. Instead of protecting the Hobbyst-environment, let’s think on how to make sure that the incoming peeps can rely on a reward system that is able to compensate them with more than 4K USD/month.
Some arguments
Saying a $USD value a month is extractive.
Most of us, and most of the people entering MG will swap their SEEDs for a currency we can use for paying our bills.
Having a fact-based average of USD monthly rewards allows us to shill about the opportunities we have in MG about “coordinat[ing] with others on building a better world; doing things that create a positive impact, make you happy AND earn you money at the same time.” MG Substack, Landing page v2, 2021.
If we don’t want to make it “extractive” then, that’s another subject, not part of this thread. That’s tokenomics, that’s utility building.
The range of USD you were given is way out of the reality
First. I was given those values. Second, they were put to review and validation to the community in #Feedback. No one argumented against them. Why now?
We cannot have fixed salaries, otherwise we become employees, and that takes the fun out of it.
Gotcha. I hear you. There are many, many ways of guaranting a fair income to someone while enabling us to professionalize and really craft some value to the world.
This is the exact place to discuss, debate, and deliberate on WHAT ways are there to solve this issue and which of these are we going to approach to reach our goals.
I’ll open the floor with one way I know of. It is called the Colleague Letter of Commitments. This is a proven path for everyone to put up front expectations of what value they commit to produce to reach the community’s goals. These have a self-negotiated compensation. Both, the letter of commitment and the reward expectation are presented and discussed with the community. After it has been approved, then everyone knows what we are expecting about this person and what this person is expecting from everyone (connected commitments, rewards).
The above, is the Morning Star way, however it is not to do a copy-paste thing. I believe we need to find our own way by inspiring from the contributions of others.
Maybe a path forward is using self-negotiating a compensation for a defined contribution plan that has been agreed with the community, then posting the deliverables into the #did-a-thing so, they become trackable attestation of what has been promissed. If the person does not meet its expected reward but indeed delivered as promissed, we can in fact make a manual distribution compensation.
If the person earns more than expected then we can discuss if leave it as a bonus or negotiate a re-calculation.
The timing of this problem has been perfect. The Self-Management Institute has started a conversation with us to workshop the problem out. However, I’ll put it in another thread as it is a self-contained proposal, and here is open for discussing WAYS to provide a safe income to everyone dedicating their time/mind/heart.
I’ll stop headhunting atm. I’ll just follow up the people onboarded. Provide them with the support they need to fully engage, and put my time into finding a way forward.
Please, bring your thoughts and experiences with a problem-solving mindset.
Clear problem: How can we engage full time/mind/heart high quality and like-minded professionals into MG that require a compensation of above $4,000/month?