You have to work on the structure of collaboration. How do people get recognized? How do you establish a meritocracy in a highly dispersed environment?
The answer is to allow employees to develop a name for themselves that is irrespective of their organizational ranking or where they sit in the org chart. And it actually is not a question about monetary incentives. They do it because recognition from their peers is, I think, an extremely strong motivating factor, and something that is broadly unused in modern management.
Q. How do you create that culture?
A. One thing we use is a Twitter-like system on our intranet called Yammer.
via Corner Office – Structure? The Flatter the Better, says Cristóbal Conde – Question – NYTimes.com.