Performance punishment

Last updated

In human resources, performance punishment also known as quiet promotion refers to the burdening of high-performing employees with additional work, often without compensation or promotion. [1] [2] [3]

Performance punishment can lead to occupational burnout, resentment, and a sense of being undervalued leading to morale loss. [1] Performance punishment of high-performers may also limit opportunities for improvement of low-performers and alternative growth opportunities for high-performers. [4] Performance punishment allows for performance deficits of low-performers to be ignored. [5]

Performance punishment can be mitigated by having work fairly distributed, promoting skills development, and transparent communication. [6]

Quiet promotion

The term quiet promotion arose in response to the Great Resignation following the COVID-19 pandemic in response to quiet quitting. [7] [8] Quiet promotions may due to a staffing shortage or cost-cutting measures. [7] [9]

Related Research Articles

<span class="mw-page-title-main">Peter principle</span> Management concept by Laurence J. Peter

The Peter principle is a concept in management developed by Laurence J. Peter which observes that people in a hierarchy tend to rise to "a level of respective incompetence": employees are promoted based on their success in previous jobs until they reach a level at which they are no longer competent, as skills in one job do not necessarily translate to another.

Human resources (HR) is the set of people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge and skills which the individuals command. Similar terms include manpower, labor, labor-power, or personnel.

A performance appraisal, also referred to as a performance review, performance evaluation, (career) development discussion, or employee appraisal, sometimes shortened to "PA", is a periodic and systematic process whereby the job performance of an employee is documented and evaluated. This is done after employees are trained about work and settle into their jobs. Performance appraisals are a part of career development and consist of regular reviews of employee performance within organizations.

Discipline is the self-control that is gained by requiring that rules or orders be obeyed, and the ability to keep working at something that is difficult. Disciplinarians believe that such self-control is of the utmost importance and enforce a set of rules that aim to develop such behavior. Such enforcement is sometimes based on punishment, although there is a clear difference between the two. One way to convey such differences is through the root meaning of each word: discipline means “to teach”, while punishment means “to correct or cause pain”. While punishment might extinguish unwanted behavior in the moment, it is rarely effective long-term, while discipline usually is.

Team management is the ability of an individual or an organization to administer and coordinate a group of individuals to perform a task. Team management involves teamwork, communication, objective setting and performance appraisals. Moreover, team management is the capability to identify problems and resolve conflicts within a team. Teams are a popular approach to many business challenges. They can produce innovative solutions to complex problems. There are various methods and leadership styles a team manager can take to increase personnel productivity and build an effective team. In the workplace teams can come in many shapes and sizes who all work together and depend on one another. They communicate and all strive to accomplish a specific goal. Management teams are a type of team that performs duties such as managing and advising other employees and teams that work with them. Whereas work, parallel, and project teams hold the responsibility of direct accomplishment of a goal, management teams are responsible for providing general direction and assistance to those teams.

<span class="mw-page-title-main">Hüsker Dü</span> American punk rock band

Hüsker Dü was an American punk rock band formed in Saint Paul, Minnesota in 1979. The band's continuous members were guitarist/vocalist Bob Mould, bassist Greg Norton, and drummer/vocalist Grant Hart. They first gained notability as a hardcore punk band, and later crossed over into alternative rock. Mould and Hart were the band's principal songwriters, with Hart's higher-pitched vocals and Mould's baritone taking the lead in alternating songs.

Work-to-rule is a job action in which employees do no more than the minimum required by the rules of their contract or job, and strictly follow time-consuming rules normally not enforced. This may cause a slowdown or decrease in productivity if the employer does not hire enough employees or pay the appropriate salary and consequently does not have the requirements needed to run normally. It is a form of protest against low pay and poor working conditions, and is considered less disruptive than a strike; obeying the rules is not susceptible to disciplinary action or loss of pay. It can also highlight rules that are technically in place but impractical and thus hamper the organization, if they were to be followed as written.

In human resources, turnover refers to employees who leave an organization. The turnover rate is the percentage of the total workforce who leave over a certain period. Organizations and wider industries may measure their turnover rate during a fiscal or calendar year.

The war for talent is a term coined by Steven Hankin of McKinsey & Company in 1997, and a book by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod, Harvard Business Press, 2001 ISBN 978-1-57851-459-5. The war for talent refers to an increasingly competitive landscape for recruiting and retaining talented employees. In the book, Michaels, et al., describe not a set of superior Human Resources processes, but a mindset that emphasizes the importance of talent to the success of organizations.

A dead-end job is a job where there is little or no chance of career development and advancement into a better position. If an individual requires further education to progress within their firm that is difficult to obtain for any reason, this can result in the occupation being classified as a dead-end position. Based on human resources and career strategist Toni Howard Lowe, some individuals who have worked for the same company for several years may not be privy to the signs that they are currently employed in a dead-end job.

Employee retention is the ability of an organization to retain its employees and ensure sustainability. Employee retention can be represented by a simple statistic. Employee retention is also the strategies employers use to try to retain the employees in their workforce.

<span class="mw-page-title-main">Full range leadership model</span> Theory of leadership

The full range of leadership model (FRLM) is a general leadership theory focusing on the behavior of leaders towards the workforce in different work situations. The FRLM relates transactional and transformational leadership styles with laissez-faire leadership style.

<span class="mw-page-title-main">Great Resignation</span> 2021–2023 surge in job quits

The Great Resignation, also known as the Big Quit and the Great Reshuffle, was a mainly American economic trend in which employees voluntarily resigned from their jobs en masse, beginning in early 2021 during the COVID-19 pandemic. Among the most cited reasons for resigning included wage stagnation amid rising cost of living, limited opportunities for career advancement, hostile work environments, lack of benefits, inflexible remote-work policies, and long-lasting job dissatisfaction. Most likely to quit were workers in hospitality, healthcare, and education. In addition, many of the resigning workers were retiring Baby Boomers, who are one of the largest demographic cohorts in the United States.

Tang ping is a Chinese slang neologism that describes a personal rejection of societal pressures to overwork and over-achieve, such as in the 996 working hour system, which is often regarded as a rat race with ever diminishing returns. Tang ping means choosing to "lie down flat and get over the beatings" via a low-desire, more indifferent attitude towards life.

Chelsey Glasson is an American user researcher, author, and workers' rights advocate. She sued Google, her former employer, for pregnancy discrimination, which ended in an undisclosed settlement after two years of litigation. She has successfully lobbied for pregnancy anti-discrimination and labor rights laws in Washington State. Her memoir, Black Box: A Pregnancy Discrimination Memoir, was published in 2023. She enrolled in law school in 2024.

Bare minimum Monday (BMM), also known as minimum effort Monday or minimal Mondays refers to an initiative by employees to do the minimal amount of work necessary on Mondays, which mark the start of the work week. This may also involve starting the work day later and prioritizing self-care activities. In doing so, employees alleviate the stress and anxiety associated with the beginning of the work week by making Mondays more manageable and less overwhelming.

In human resources, resenteeism refers to a form of professional dissatisfaction wherein individuals choose to remain in unfulfilling jobs breeding resentment and a sense of entrapment. This is because they either unable to find a more applicable position, or are concerned about the perceived risks associated with changing employment. Individuals experiencing resenteeism will have poor employee engagement and may appear disillusioned, embittered, miserable, and unhappy. Resenteeism arose following the COVID-19 pandemic and the Great resignation where people reevaluated their work-life balance in the face of cost-of-living increases and is an extension of quiet quitting. Resenteeism is a form of occupational burnout.

Loud quitting refers to a type of employee disengagement in which individuals openly share their discontent, desire for change, and intention to leave. These individuals may refuse to do tasks that they deem unnecessary and by sharing their contempt with colleagues, may spread their disenchantment and disengagement. Loud quitting may arise from perceived workplace inequities, subpar compensation, and an unresponsive employer.

In human resources, quiet thriving refers to employees who actively craft their job in order to stay engaged and improve their mental state. Quiet thriving provides employees with a sense of agency that builds resilience and allows employees to find purpose in their roles and reduces occupational burnout. Quiet thriving may lead to additional career opportunities.

In human resources, quiet hiring refers to the practice of having an employee takes on a new responsibilities or a role within their company due to need. The role may be temporary or permanent, and the reassignment may not align with employee interests. Quiet hiring often occurs during economic slowdowns as a cost-saving measure.

References

  1. 1 2 Barness, Sigalle (13 July 2023). "The Negative Effects of Performance Punishment". LawLine. Retrieved 13 July 2024.
  2. Ruisi, Chris (Jan 24, 2019). "Stop Punishing Your Best Performers! Build a Culture of Employee Development". American Management Association. Retrieved 13 July 2024.
  3. Jackson, Leah (March 14, 2023). "Are You a High Performer Who Has Reached Your Limit?". Higher Ed Jobs. Retrieved 13 July 2024.
  4. Tulgan, Bruce (February 15, 2023). "Are You Guilty of Performance Punishment? | Psychology Today". Pyschology Todaya. Retrieved 13 July 2024.
  5. Griffith, Daniel B. Griffith, (March 14, 2023). "Are You Asking Too Much of Your High Performers?". www.higheredjobs.com. Retrieved 13 July 2024.{{cite news}}: CS1 maint: extra punctuation (link) CS1 maint: multiple names: authors list (link)
  6. Jorgensen, Niki (Jun 16, 2023). "Council Post: Performance Punishments: What They Are And How To Avoid Them". Forbes. Retrieved 13 July 2024.
  7. 1 2 Vozza, Stephanie (Jan 17, 2023). "Have you been 'quietly promoted'? Here's what to look out for". Fast Company. Retrieved 13 July 2024.
  8. Brower, Tracy (Feb 3, 2023). "High performers are sometimes punished with more work. Here's how to avoid getting quiet promoted". Fast Company. Retrieved 13 July 2024.
  9. Wilson, Jim (Dec 7, 2022). "Forget quiet quitting, what about 'quiet promoting'?". Canadian HR Reporter. Retrieved 13 July 2024.