Performance Punishment
You’ve heard some of the trendy, but not always positive workplace trends:
Well this one for sure in not a positive one. It does however need some awareness. From both a managerial and employee perspective.
It’s called “Performance Punishment”. You may have seen it, you may have experienced it, you may actually subconsciously have done it to someone.
Work piling up
What is Performance Punishment exactly?
Performance punishment happend when high performers are unintentionally "punished" for their success. You know the ones, people who perform really well, they might actually seem to be the star player in a team. And because of their success they start to receive more work, more responsibilities, and more projects simply because they consistently deliver. While it might seem like a compliment on the surface, it breeds resentment and ultimately hinders productivity.
Why Does Performance Punishment Happen?
There are several reasons why managers might fall into handing out this performance punishment:
Unconscious Bias: Managers may unconsciously reward "busyness" and overlook the contributions of quieter, yet equally effective, employees.
Shortage of Talent: In a competitive job market, companies may struggle to find top talent, leading them to overload their existing high performers.
Lack of Recognition: Sometimes managers simply don't acknowledge the extra effort high performers put in, creating a sense of undervalued accomplishment.
Success trains behaviour: They become more and more biased to thinking this one person delivers success. So next project comes round and needs to be a success, let’s get them to do it.
The Negative Effects of Performance Punishment
While most of the intentions aren’t meant to negatively impact a high performer. It can have a ripple effect within your team/organization:
Burnout and Resentment: Overworked high performers are more likely to experience burnout and disengagement. This can lead to decreased motivation, quality of work, and ultimately, higher turnover rates.
Demotivation of Others: When average performers see high performers constantly burdened, it can send the message that exceeding expectations leads to punishment, not reward. This demotivates everyone.
Loss of Innovation: Overloaded employees have less bandwidth for creative thinking and innovation. Your company misses out on valuable fresh perspectives.
Moving Beyond Punishment: Strategies for Sustainable Success
So, how can you break free from this cycle and create a culture that rewards and retains top talent? Here are some key strategies:
Develop Clear Performance Expectations: Set clear expectations for all employees, not just high performers. This ensures everyone understands the path to success and prevents resentment.
Invest in Growth and Development: Help high performers continuously improve by offering training, development opportunities, and the chance to tackle new challenges.
Recognize and Reward ALL Contributions: Acknowledge and appreciate the effort of all employees, not just the most visible ones. This fosters a culture of teamwork and inclusivity.
Empower Decision-Making: Delegate tasks and empower high performers to take ownership of projects. This fosters a sense of trust and avoids micromanagement.
Open Communication: Maintain open communication channels and encourage feedback from all levels. Regularly discuss workload and ensure fairness in assignments.
By prioritizing a balanced approach to performance management, you can create a win-win situation. Your high performers feel valued and supported, while the entire team benefits from their skills and experience. This leads to a more engaged, productive, and innovative workforce – the recipe for long-term success.