Making Merit-Based Performance Work Better | 2-Minute Video

Merit-based performance seems like a no-brainer.

But sometimes there are hidden agendas. Hidden consequences. Hidden costs. They exist when it’s not practiced correctly.

What’s Up in This Episode: Merit-Based Performance

That’s why in this episode of HRMorning’s 3-Point, we talk with Kathie Leslie, Owner of Kathryn Leslie, LLC, an HR consulting firm. She helps us identify some best practices in merit-based human resources practices. Even better, she explains why people are put off when leaders don’t follow best practices.

Click, watch and listen for more on merit-based performance in today’s workplaces.

Transcript (edited for clarity):

Kathie Leslie, Owner, Kathryn Leslie, LLC: “I’m a big believer that people don’t come to work to slack off or to not do their best. They want to be successful.“

And that’s exactly why in this episode of HRMorning’s 3-Point, we’re going to talk about merit-based performance. It sounds like a no-brainer, right? Reward people for what they do right. But our expert, Kathie Leslie, takes it to a new level, explaining that if organizations don’t practice it, they’re going to hurt engagement.

Let’s let her explain.

Kathie Leslie: “It is the idea that I understand what the organization wants me to do, and I am going to meet or exceed those expectations. And by doing that, I will be rewarded with a, you know, promotion, with making it through a layoff, with all of those different kinds of things. The point is, there will be something in it for me. And unfortunately, because we don’t do a good job of explaining what is important to the organization, people don’t understand what good looks like. And then we’re not shooting for the same thing.” 

And that’s where things go off the rails. You see, employees put in the work they think will get them ahead, but they don’t. Someone else does. Or no one does. So they get frustrated. And disengaged. So merit-based doesn’t work because people were working toward the wrong merits.

Now, let’s say you get aligned …

Kathie Leslie: “When you are in a meritocracy, and you are recognized in a way that’s comfortable for you for good work, you want more of that. So, I think that it is a natural motivator that when you are seen, that when your extra effort is acknowledged, you are more willing to put that in and work more collaboratively as a team to try to achieve those great results. I mean it feels great to win. Everybody wants to win (she laughs!).“

Yes! Everybody wants to win. And to win in Leslie’s merit-based world, you’ll want to:

• Get aligned. Bosses and employees want to be 100% sure they’re on the same page about expectations for performance and outcomes.
• Set sights. Same goes for goals. Bosses and employees want to set goals that align with company expectations.
• Recognize wins. It doesn’t hurt to mention it again. Everybody wants to win!

And if you want more tips on setting the right expectations and goals, you can download our exclusive blueprint “Goal-Setting That Works” under the Blueprints tab on HRMorning.com.