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Lateral quitter: Difference between revisions
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The problem, of course, is that beyond revenue generating roles, and especially for risk management and control staff ''it is really hard to know''. How ''do'' you measure [[legal value]]?<ref>Divers essays on [[legal value]], [[bullshit jobs]] and so on, refer.</ref> How do you count the dogs that don’t bark in the night-time? | The problem, of course, is that beyond revenue generating roles, and especially for risk management and control staff ''it is really hard to know''. How ''do'' you measure [[legal value]]?<ref>Divers essays on [[legal value]], [[bullshit jobs]] and so on, refer.</ref> How do you count the dogs that don’t bark in the night-time? | ||
[[HR]]’s stock answer is not to try. Instead, focus on what you do know — the spread of salaries across grades — and to focus on regularising that. Insist on fitting staff, to a model of relative performance against each other — the dreaded “[[curve]]”.<ref>how do you use data measure the relative worth of a football team? Does the striker who runs 10km, scores a goal a game better than the goalie who covers 400m and scores none. Jaap Stamp example.</ref> | |||
This has all kinds of unwanted upshots, not least of which is instilling fear and loathing within a team which is meant to be collaborating. If ''you'' get to be the A-grade performer, then I ''can’t'' be. By HR diktat, a team of outperformers cannot exist. | This has all kinds of unwanted upshots, not least of which is instilling fear and loathing within a team which is meant to be collaborating. If ''you'' get to be the A-grade performer, then I ''can’t'' be. By HR diktat, a team of outperformers cannot exist. | ||