Holly Hicks, workplacerantings.com
As employers it is very important to always be counter balancing the rewards and recognition of workers based on seniority and performance. Seniority deserves certain recognition as it shows loyalty, commitment and interest in the job from certain employees. At the same time performance can show ambition, energy and passion. Both types of employee efforts are important to keep the work efficiency afloat and at its best. However in order to be fair and maintain both types of energy around one must know how to precisely balance the reward system among these two types of efforts.
As employers the hardest task many times is to be consistent and fair with recognition. Many times our business and our management work consumes most of our time devoted to observing and evaluating work merits. This is why by following some of these next tips you can at least assure that proper work performance is recognized and rewarded accordingly. This way you will keep employee satisfaction high and also give the right motivation for employees to keep excelling.
Performance should be rewarded if consistency is shown. Employees who show a track record of performance are demonstrating their interest and their dedication. At the same time Seniority should be measured by overall work criteria over the years. Seniority does not always indicate the most capable. Many times low performance is outweighed by years of loyalty and work. Likewise the case occurs with performance against seniority.
Seniority can be recognized if the individual demonstrates some level of competence for higher positions. Sometimes performance metrics are unable to assert whether or not the employee has the right attitude for the job. Seniority can help you find the employees who have built a reputation and proved their strong points and weak points before. Performance work does not always indicate competency for higher positions. A good way of clearly demonstrating this example is when workers excel in performance over a task but lack the leadership skills to manage other workers. In cases like these performance fails to give a clear picture of higher skills of a worker.
Nevertheless hard work from performance based workers should be rewarded accordingly. Performance can be essential for time sensitive businesses that rely on strong work performance in order to deliver their services. Many times seniority is not enough in these types of businesses. When it comes to businesses who deal with deadlines, work efficiency and others; performance should be accounted better than seniority from low performing workers. If a worker demonstrates low levels of performance but has high seniority this can better show which type of merit should be better rewarded.
Understanding both concepts can be difficult for most employers and recognizing which efforts account for more in ones business can be even more difficult. Creating charts and evaluating just which type of merit affects most of your business can be of great help when it comes to measuring these metrics. Whether seniority or performance, both are needed by most businesses to keep and maintain a balance.
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