Today's Business Lessons
Performance outcome or process
(The Philippine Star)
Updated July 7, 2013
Common denominators. These are two words I heard for the first time
when I was in Grade 5, when fractions were introduced in my math
subject. Today, these two words are used not just in math alone, but
also in many other fields.
I’ve been in the personal growth business for some time now, and
here’s a fact I’ve observed: excellent performers or what most companies
today call “high potentials” have common denominators – and so do those
who are mediocre in their performance and have met a slump in their
careers!
Tell me if you’ve heard this statement before: “If they pay me more,
then I’ll do more.” The idea behind this faulty philosophy is that,
without a tangible incentive like money, promotion, recognition or
applause, there’s no need to drive one’s self to do more than what’s
necessary. The common denominator among people with this kind of job
philosophy is the “Get Before You Give” attitude.
The truth is, rarely
is anyone paid more until they produce more. And no one – let me stress
this – no one will ever admit he or she isn’t doing more.
“But can’t you see I work so hard but nobody notices.” This is a
common sentiment in the work place. Many fail to realize that activities
shouldn’t be confused with results. And there’s a logical mismatch with
this argument – how can anyone who doesn’t want to deliver more,
because he or she isn’t given, paid or recognized more, produce more
results? It just doesn’t follow does it?
And then there are the silent heroes. These are the people who put in
more than what they’re paid for, or whether their employer recognizes
or rewards their performance. In a perfect world, there’d be a direct
correlation between pay and performance. But ours isn’t a perfect world.
And so there are many who do more without getting noticed. Yet they
produce more.
Why do excellent work even without incentive from your employer?
Being rewarded, recognized or promoted based on good performance is
called “performance outcome.” This totally different from how one works,
which is “performance process.”
There isn’t much you can do about your employer’s payment practices
or recognition policies. But here’s a radical idea: Why not do the best
job you can do for yourself. Wouldn’t it be possible that if you do
well, you’ll improve your skills, and you’ll get noticed and recognized
eventually? And even if your organization doesn’t reward performance and
diligence, don’t you think you would’ve become good enough to work in
another place that does reward those virtues?
Being committed to excellence brings its own rewards. Most often,
these are rewards that money can’t buy. First, you earn the respect of
your peers.
The losers will be cynical and critical, the insecure will be
threatened, but at least you’d know who your real friends are. Next, you
may be noticed and considered for the next level, but more important,
you’re building healthy habits and upgrading your skills – and making
you marketable.
The best benefit of them all: you can look at yourself in the mirror,
and get the confidence and pride that come from knowing that you did a
job well done. That, in itself, is a reward.
You’ll never lose when you strive for excellence. Trust me, I’ve never seen a mediocre person succeed.
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