Comments on: A 1000:1 Ratio is a Problem

By: The Ultimate Employee Engagement Quote « TempI2I

The Ultimate Employee Engagement Quote « TempI2I — Mon, 12 Sep 2011 15:02:04 +0000

[...] quote came from a comment to a post by Ben Eubanks on his new blog UpstartHR. In the post that drove that comment Ben posits that there is a 1000:1 ratio of criticism to praise in today's [...]

By: Culture, VHRG, and a funny | UpstartHR

Culture, VHRG, and a funny | UpstartHR — Thu, 29 Oct 2009 20:48:26 +0000

[...] why I think VHRG needs some leadership. He needs a change. He is already looking for a new job, and I know that many of us would love to [...]

By: Ben

Ben — Mon, 28 Sep 2009 17:07:11 +0000

@Paul Thanks for the comments and the followup. I have a tough time keeping up with your pace, but it always gets me thinking.
@Victorio You really need to tie your comments together into a post of your own. Good stuff!

By: Paul Hebert

Paul Hebert — Mon, 21 Sep 2009 14:10:33 +0000

You’ll be happy know (I hope) that this conversation spurred a post for me today on my site: http://tinyurl.com/mo4c2v

Thanks Ben, Thanks Victorio – great conversation!

By: Victorio

Victorio — Sat, 19 Sep 2009 21:22:14 +0000

I agree Paul, which is why talent management tends to fall under HR’s umbrella. It’s a hard job that doesn’t get its fair share of respect and resources. The business leaders focus on the numbers and don’t have to worry about the human processes needed to impact those numbers. We then become easy scapegoats when things (meaning people) don’t work well. Which is why HR really needs to step up-we’re sitting on a goldmine, if only we would wake up to that realization.

By: Paul Hebert

Paul Hebert — Sat, 19 Sep 2009 13:19:21 +0000

“We all know that recognition works but it’s a distraction”

Wow – I think that sums up the problem better. The other stuff you mentioned IS the distraction.

If we spent our time on recognizing, rewarding and validating the efforts of good performance – the “distractions” would happen by “magic”.

We manage what is easiest to prove we managed – and that would be the stuff we’re measuring easiest. (say that 3 times fast)

Measuring “calls per hour” is easy. Measuring how well a manager assessed performance, developed a plan to connect performance to behaviors that impact results and provided positive and negative feedback on that performance (including recognition) is MUCH harder – therefore, – well you know what comes next – it doesn’t get done.

By: Victorio

Victorio — Sat, 19 Sep 2009 12:07:31 +0000

I agree with Paul’s assessment on recognition. Part of the problem also has to do with the fast pace of business these days. If progressive discipline could be managed automatically (maybe a robot could write the corrective actions for you) I bet there would be a huge sigh of relief coming from line managers across the country. They have to do it, otherwise the problem lingers and the organization faces potential liability.

We’re so focused on getting the job done (sales generated, products produced, costs contained) that anything that distracts from that takes a back seat. We know in our hearts that recognition works but it’s a distraction.

Maybe this generation, raised on the mantra of work/life balance, will figure it out.