Loyalty discount: Difference between revisions
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{{a|hr|}}{{d|{{PAGENAME}}|ˈlɔɪəlti ˈdɪskaʊnt |n|}}The great falsification of the [[human resources]] dogma. | {{a|hr|}}{{d|{{PAGENAME}}|ˈlɔɪəlti ˈdɪskaʊnt |n|}}The great falsification of the [[human resources]] dogma. | ||
For the strictures of salary bands, [[forced ranking]], gerrymandered [[performance appraisal]] system — all the great apocrypha of the HR canon — mean that through time how much a given employee is [[compensation|paid]] will decouple from whatever value she offers the firm, however meagre.<ref>As we have [[Cost-value threshold|remarked elsewhere]], it is more or less axiomatic that all employees contribute some positive value to their organisation. | For the strictures of salary bands, [[forced ranking]], gerrymandered [[performance appraisal]] system — all the great apocrypha of the HR canon — mean that through time how much a given employee is [[compensation|paid]] will decouple from whatever value she offers the firm, however meagre.<ref>As we have [[Cost-value threshold|remarked elsewhere]], it is more or less axiomatic that all employees contribute ''some'' positive value to their organisation. You would have to be pathologically antisocial not to. The exception that proves this rule is the unnamed [https://www.snopes.com/fact-check/15-years-skipping-work/ Italian hospital worker who bunked off for fifteen years].</ref> | ||
Over time, those who remain loyal to the firm are ''penalised''. The only way to correct this — to [[mark-to-market|mark yourself to market]] — is to [[lateral quitter|join a competitor]]. | Over time, those who remain loyal to the firm are ''penalised''. The only way to correct this — to [[mark-to-market|mark yourself to market]] — is to [[lateral quitter|join a competitor]]. | ||
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It includes the young savant, who with rude haste will be catapulted out of the cohort to bigger, brighter things, and the [[weak gazelle]] who should, insh’Allah, be torpedoed from it in the next [[RIF]]. Neither will be there in a year’s time. Those who mulch around the median have different skills, different attributes, bring different sets of tools to the table.<ref>Well, ''theoretically'' they should. Whether they ''do'' the firm’s recruiting methodology allows this is another question. If you only [[Diversity|hire]] Russell Group grads and laterals with [[magic circle]] experience, we are talking about you.</ref> Yet [[HR]] insists on drawing an average from these varying trajectories and holding everyone to it. This average is a blended emulsion that reflects nothing about any of them. | It includes the young savant, who with rude haste will be catapulted out of the cohort to bigger, brighter things, and the [[weak gazelle]] who should, insh’Allah, be torpedoed from it in the next [[RIF]]. Neither will be there in a year’s time. Those who mulch around the median have different skills, different attributes, bring different sets of tools to the table.<ref>Well, ''theoretically'' they should. Whether they ''do'' the firm’s recruiting methodology allows this is another question. If you only [[Diversity|hire]] Russell Group grads and laterals with [[magic circle]] experience, we are talking about you.</ref> Yet [[HR]] insists on drawing an average from these varying trajectories and holding everyone to it. This average is a blended emulsion that reflects nothing about any of them. | ||
To | To fit individual performance to an average — this is what forced ranking does — rather regarding it as an individual pathway, is a kind of [[ergodicity|ergodic switch]]. Each of those individuals has its own life history: a vapour trail, a trajectory, a unique collection of skills, foibles and attributes which the individual sorts, tests, burnishes and rejects. The individual who stays at the organisation adapts to it in a way an abstract average can’t. | ||
{{sa}} | {{sa}} | ||
*[[Ergodicity]] | |||
*[[Lateral hire]] | *[[Lateral hire]] | ||
*[[Lateral quitter]] | *[[Lateral quitter]] | ||
*[[Mediocrity drift]] | *[[Mediocrity drift]] | ||
{{Ref}} | {{Ref}} | ||