Key DAO test: refining new payroll and donation practices

We ushered in a new era of collaboration with DAO and many projects faced similar challenges. In other words, it is a question of determining an evolutionary formula to reward the contributors. One of the most effective ways when you have 5 key sponsors is not going to work as the community changes, and the best way to measure and reward a DAO would not be used for others.

Many DAOs today benefit from the changes they can make to their partners. Compared to traditional businesses, people can easily move between DAOs and can often support multiple DAOs at the same time. While this change is one of the benefits many participants enjoy and allows DAOs to have the best of both worlds, it often allows participants to explore each other's gifts. In order to continue training new sponsors, DAOs need to create effective programs that work well with other DAOs.

Liquidity is attractive, but some participants find it more effective when focusing on a DAO. As DAO start-ups suffer from emergency awareness, you can focus on a variety of tasks with shared focus.

Compared to traditional businesses, DAOs are so brilliant that they can support multiple participants with different models at the same time.

DAOs need to ensure that rewards are consistent with value created, which is difficult to measure, especially since they are not hierarchical in nature as contributors learn and grow over time.

They will be successful when some participants can quit their job and contribute where they are inspired, and others will be successful when they can explore a project without success. Still others need a place in the middle. The real advantage of DAOs over staff is that they can support multiple integration models simultaneously, allowing participants to select the model that is right for them. However, developing reward plans that facilitate the selection of participants while maintaining fairness, transparency and governance remains difficult.

Flexible compensation plan

DAOhaus has been working hard to resolve these issues for over a year. Based on our experience as our own DAO partners and our analysis by multiple DAOs using the platform, we have developed procedures for developing an interpretation service. .

1. Partners must adapt when interacting with DAO.

2.Stakeholders need to change the way DAO rewards them.

Three.Involvement and reward standards must be in conjunction with other DAO standards.

4.The share price should be measured as below.

In line with these principles, we have also developed a health insurance plan exchange that divides the rewards into three levels: gift bases, gift additions, and membership. .

initial rewards

In terms of cooperation (policy A) and reward (policy B), this level offers the best opportunity to establish a partnership.

To facilitate collaboration, DAOs can create two options for their partners. Leads reward retroactive contributors based on the value they generate for DAO. The usual procedures in this area include a request for reimbursement. Participants describe the cost they create at that time, submit their payment request to DAO or their workgroup, and also send a special payment. This method provides the greatest flexibility for participants, but also creates additional uncertainty for participants and DAOs.

The second method is to track the combination of the participant's commitment to the DAO in a timely manner (measure of time, effort, importance, etc.), cost that they want to create at that time - there, and the gift is the same. for their help. In a few months, By. The other DAO members (or the working group coordinator) are responsible for reviewing the partner's agreement and agreement for value levels when reviewing the application. While some DAO activities are uncertain, this tracking gives DAOs and stakeholders confidence in their rewards and involvement.

DAOs need to ensure that gifts are consistent with the value created, and their non-hierarchical status makes it difficult to measure that value.

Additionally, as more DAOs adopt this approach because contract levels can be expressed as a percentage, customers can represent their total bandwidth and language across many DAOs, making it easy to rewards. Interoperability (M. Law).

To make giveaways easier, DAOs with different trade items allow attendees to choose the combination of fixed amount and DAO tokens they need for their giveaway. For example, one participant can choose a prize with a combination of 90-10 DAI- $ tokens and the other can choose a combination of 50-50.

DAOs may also experiment with different procedures to improve long-term support and develop long-term support procedures. For example, acquire / lock DAO tokens, add multiplier for long period of a contract, etc.

bonus

The distribution of bonuses depends on the different odds. Each partner provides data to each partner they work with to assess the value generated by other participants during that time period and collect results to inform the distribution of special funds. All participants in the Renewal and Commitment receive additional funding and qualify to participate in cross-sectional reviews.

These levels play two important roles: First, it rewards participants who exceed it. As the benefits are always there, the beneficiaries receive more. Unlike traditional rewards, the cost is determined by the participant's friends and partners more than the leader. However, bonuses must be paid in DAO tokens to establish long-term partnerships with donors (generally stable salaries).

Second, the results of the evaluation can be used as a bottom-up assessment of the performance of participants in the contracting process. By comparing the desired value of participants during the given time period (measured by their share in the total donation base) with the actual value they generate at the same time (measured by their share of the results of the assessment), DAOs determine whether participants are doing poorly or whether you are doing well.

An important tool for measuring competitiveness is collaboration. DAOs can experiment with different rules of procedure, including the amount of content each participant must provide to another (which affects each participant's weight in decision-making). High probability), the size of the profit group should be relative to the reward, etc.

to the right

Membership involvement makes DAOs stronger than staff. For improved and sustainable distribution, DAOs must provide participants with the means to obtain governance from DAOs. One of the best ways to share energy and membership is to use it as a giveaway.

The actual method differs from DAO to DAO. DAOs, administered directly by token voting, can accomplish this by making special payments or bonuses to token members. In contrast, DAOs that use non-symbolic management procedures (eg Moloch DAO) have more options on how to assign ownership and management rights to stakeholders.

For example, these DAOs can reward DAO token contributors with a base and bonus, but participants can only receive a revenue policy from community laws.

There are two advantages to this. First, the partners were regulated by the DAO. This is in line with the value that peers have decided to create for DAO through competitive testing. Second, participants in both systems have the same time to receive control.

Easy payment is the future of offices

For future operations, the operator is responsible. What they jointly manage and how the organization works. Personally, they are masters of themselves and control their concentration, the way they work and the way they work. DAOs are the future of action because they allow participants to control themselves and create an environment where participants can participate however they want.

In order to deliver on their promise, DAOs must develop flexible payment plans and the ability to measure bottom-up costs. The above model is one way. Even in this model, the DAO has plenty of room for testing, training, and iteration. In fact, testing is the key to discovering the best mechanism for each DAO. No DAO is perfect, and everything must be adapted and adapted to changes in scale and circumstances.

If DAOs can complete the exchange plan for their partners, I think we will see more skills and knowledge in the world than we now think. Today, companies run the risk of acquiring skills and attracting / promoting their business.

Most importantly, because DAO members have the right to promote their involvement, we can discover new benefits for others and more industry experts. Some of them may not seem to "work"! The future is bleak, but DAO is making it brighter and brighter.