Comments on: Is Performance Still Important? http://www.cmccompensationgroup.com/is-performance-still-important Global Compensation Consultants Tue, 31 Jan 2012 16:33:38 +0000 hourly 1 http://wordpress.org/?v=3.1.1 By: David Bowles Ph.D. http://www.cmccompensationgroup.com/is-performance-still-important/comment-page-1#comment-89 David Bowles Ph.D. Wed, 22 Sep 2010 18:27:55 +0000 http://www.cmccompensationgroup.com/?p=442#comment-89 Chuck I stumbled on this again after having posted a comment earlier and still find it such an important topic. One thing I want to add is that the ego has a lot to do with this. Collecting thousands of Twitter followers or Facebook friends is something the ego loves...needs...to do. The ego, of course, being a sort of false self, one which is established because the "real" self is deemed not enough. The ego is a very fragile self constantly in need of bolstering and reinforcement through praise, achievement or other less friendly methods like putting others down. Many managers are ego driven (as you say surrounding themselves with those who will not make them look "less than"), as are some CEOs who demand sky high pay just for being there, regardless of performance. I have written about the effect of ego on morale and engagement here (http://davidbowles.wordpress.com/2010/07/19/ego-the-biggest-threat-to-employee-engagement/), and it is a source...perhaps the biggest one...of great damage to the morale and engagement levels in the organization. best to you David www.moraleatwork.com Chuck I stumbled on this again after having posted a comment earlier and still find it such an important topic. One thing I want to add is that the ego has a lot to do with this. Collecting thousands of Twitter followers or Facebook friends is something the ego loves…needs…to do. The ego, of course, being a sort of false self, one which is established because the “real” self is deemed not enough. The ego is a very fragile self constantly in need of bolstering and reinforcement through praise, achievement or other less friendly methods like putting others down. Many managers are ego driven (as you say surrounding themselves with those who will not make them look “less than”), as are some CEOs who demand sky high pay just for being there, regardless of performance. I have written about the effect of ego on morale and engagement here (http://davidbowles.wordpress.com/2010/07/19/ego-the-biggest-threat-to-employee-engagement/), and it is a source…perhaps the biggest one…of great damage to the morale and engagement levels in the organization.

best to you

David
http://www.moraleatwork.com

]]> By: Chuck Csizmar http://www.cmccompensationgroup.com/is-performance-still-important/comment-page-1#comment-32 Chuck Csizmar Mon, 19 Apr 2010 22:54:39 +0000 http://www.cmccompensationgroup.com/?p=442#comment-32 Thanks for commenting David, and you made several good points. My concern with the "go back and re-state" process is that all too often there are foxes in the chicken coup. The senior managers making these personality decisions are those who benefit themselves from the decisions. Like building the proverbial "yes men" team, poor leaders are reluctant to surround themselves with strong talent - for fear that their own inadequacies would be discovered. Under the subjective banner of "fit" they often promote same-style employee who in turn feel they "owe" their positions to their new mentors. Yes, I'm probably painting too dark (or at least too cynical) a picture, but I think we need to appreciate the seriousness of the problem before we can truly effect a cure. Often times Senior management is part of the problem - especially for companies who seem to be doing well in spite of themselves (location, patents, everybody want one, etc.). Thanks again. You've made me think deeper on the subject. Thanks for commenting David, and you made several good points. My concern with the “go back and re-state” process is that all too often there are foxes in the chicken coup. The senior managers making these personality decisions are those who benefit themselves from the decisions. Like building the proverbial “yes men” team, poor leaders are reluctant to surround themselves with strong talent – for fear that their own inadequacies would be discovered. Under the subjective banner of “fit” they often promote same-style employee who in turn feel they “owe” their positions to their new mentors.

Yes, I’m probably painting too dark (or at least too cynical) a picture, but I think we need to appreciate the seriousness of the problem before we can truly effect a cure. Often times Senior management is part of the problem – especially for companies who seem to be doing well in spite of themselves (location, patents, everybody want one, etc.).

Thanks again. You’ve made me think deeper on the subject.

]]> By: Chuck Csizmar http://www.cmccompensationgroup.com/is-performance-still-important/comment-page-1#comment-31 Chuck Csizmar Mon, 19 Apr 2010 22:47:06 +0000 http://www.cmccompensationgroup.com/?p=442#comment-31 Thanks for the comment, Tonya. I've heard from a number of folks who have experienced similar frustrations - where high job performance just isn't enough any more. Granted, there may be some sour grapes mixed in there (there must be an insidious reason for Bob or Mary getting promoted over me), but the overall trend is discouraging. Another consideration is that similarly weak performers could be the ones making these career decisions - and they don't want to elevate competitors. So many angles <g>. Thanks for the comment, Tonya. I’ve heard from a number of folks who have experienced similar frustrations – where high job performance just isn’t enough any more. Granted, there may be some sour grapes mixed in there (there must be an insidious reason for Bob or Mary getting promoted over me), but the overall trend is discouraging. Another consideration is that similarly weak performers could be the ones making these career decisions – and they don’t want to elevate competitors. So many angles .

]]> By: Chuck Csizmar http://www.cmccompensationgroup.com/is-performance-still-important/comment-page-1#comment-30 Chuck Csizmar Mon, 19 Apr 2010 22:42:36 +0000 http://www.cmccompensationgroup.com/?p=442#comment-30 Thanks for your comment, Lucie. I find the topic of personality over performance fascinating, especially now that I've left the corporate world for my own consulting business. Call me from the old school, but I've always focused on getting the job done and doing the best I could. To find yourself somehow out of "favor" because (in my case) I didn't play golf, and I didn't enjoy Las Vegas or Atlantic City gambling was a stunning development. A real eye opener, so to speak <g>. It's been interesting the number of comments I've received from others who either found themselves either in the "out crowd" or who knew high performers that fell afoul of the company's personality subculture. Thanks for your comment, Lucie. I find the topic of personality over performance fascinating, especially now that I’ve left the corporate world for my own consulting business. Call me from the old school, but I’ve always focused on getting the job done and doing the best I could. To find yourself somehow out of “favor” because (in my case) I didn’t play golf, and I didn’t enjoy Las Vegas or Atlantic City gambling was a stunning development. A real eye opener, so to speak .

It’s been interesting the number of comments I’ve received from others who either found themselves either in the “out crowd” or who knew high performers that fell afoul of the company’s personality subculture.

]]> By: Lucie Shiff http://www.cmccompensationgroup.com/is-performance-still-important/comment-page-1#comment-26 Lucie Shiff Fri, 16 Apr 2010 23:08:25 +0000 http://www.cmccompensationgroup.com/?p=442#comment-26 Outstanding article. I had written something similar entitled: "When Politics Trumps Performance". I like your PIE acronym but would probably call it PPIE and add Politics to the equation. We all understand that Politics, Image and Exposure are necessary but when they far outweigh Performance, an organization greatly suffers. Even with good goal setting and Pay for Performance as the touted methodology, politics can certainly impact how the alleged performance is viewed. Outstanding article. I had written something similar entitled: “When Politics Trumps Performance”. I like your PIE acronym but would probably call it PPIE and add Politics to the equation. We all understand that Politics, Image and Exposure are necessary but when they far outweigh Performance, an organization greatly suffers. Even with good goal setting and Pay for Performance as the touted methodology, politics can certainly impact how the alleged performance is viewed.

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