Posts Tagged ‘Quid pro quo’

Quid Pro Quo

July 3, 2012 2 comments

Forget about the superficial, ceremonial, “empoyee survey” that is often ignored and quickly forgotten. Wouldn’t it be a great quid-pro-quo move to “allow” each employee in an org to formally judge his/her organization’s behavior, I mean performance, once a year? The content of the review form could be similar to the one in which the employee him/herself is evaluated. After filling out a set of multiple choice questions and allowing for free-form input to justify the selections, an overall behavioral rating could close the review. The rating could be selected from an enumerated list similar to this:

  • Exceeds Expectations
  • Meets Expectations
  • Needs Improvement
  • Unacceptable

Based on the final rating, instead of giving the org a merit increase, the employee would communicate the level of commitment that he/she will really provide in the coming year:

  • Total Commitment
  • Half-assed Commitment
  • Feigned Total Commitment

Of course, much like parents and teachers are expected by “the entrenched social system” to evaluate their children, but not vice-versa, this idea doesn’t have a chance of making it into the mainstream. Nevertheless, BD00 speculates that the practice is done somewhere as part of a continuous improvement initiative?

Us And Them

April 22, 2012 3 comments

BD00 speculates that all non-psycho leaders would love to dissolve the “us vs them” attitude that most likely pervades their org. Alas, it’s not easy to do when your org is structured as, and operates like, a standard command and control hierarchy. Here’s a list of reasons why the “us vs them” conundrum endures within the walls of the CCH:

  • We unilaterally set the rules, policies and procedures they are required to unquestioningly follow
  • We get bonuses and they get COLAs (Cost Of Living Adjustments)
  • We plan their work and evaluate them; and there is no “quid pro quo Clarisse
  • We have a loose set of criteria for evaluating for ourselves and a strict set for evaluating them
  • We have nicer offices than them
  • We promote/demote them, not vice versa
  • We conform them to the org and we conform the org to us.
  • We physically co-locate our team in a corner and fragment their teams throughout the org

Got any other “us and them” reinforcers to add to the list?

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