Equity relates to job performance by giving your team the tools they need to be successful. Let's look at sales as an example. Should you give your traveling salespeople a laptop or a desktop? A desktop won't be valuable to someone who’s on the road 60% of the time, so you want to give them a laptop, right? The tools that you give to each person should be based on the job that they need to do.

I’ll tell you a bit about my story around inequity and sales. When I started as a salesperson, I was not a good writer, so my proposal language was weaker than my verbal communication. My strength in verbal communication was something I’d mentioned to my supervisor during my initial interview with the company, and so -- because I had revealed those strengths and weaknesses --  he helped me connect with an editor who could help me tweak my writing, develop my skills as a communicator, and improve my writing over time. 

The equity in that story exists in how my supervisor -- who is now a friend and mentor of mine -- looked at my skill set and sought to provide me with the tools I needed to be excellent for the business. We individualized that effort and made adjustments along the way, and as a result, my performance was high, and we met our objectives. 

Everyone needs to be supported differently. Some people need help with closing, some with forecasting, and others with writing or pitching. By factoring equity into their job performance structure, they can thrive where they are strong and develop where they aren’t yet excellent. Equity in sales and overall job performance is a critical driving factor of monetization.