When we read about this study, it made us wonder what the incentive is to work so darn hard since low performers experience less stress and less work.
Kidding, of course!
After you hear about this study, you should still feel inspired to be diligent, committed and passionate about your work. As in completely engaged…
On the contrary, the study revealed that in 42 percent of companies surveyed, low performers are more engaged than middle and high performers! They’re more motivated for starters and also more likely to enjoy working at their company.
The Wall Street Journal indicated the survey basically points to organizations not holding their staffers accountable for their work. As a result, low performers get to skate by not accomplishing much of anything.
In addition, low performers are more likely to recommend their company as a “great organization to work for.” They also lack self-awareness since they don’t even consider themselves low performers.
According to the 207 companies included in the survey which kept detailed performance reviews and engagement surveys, low performers pretty much agreed with the statement that all employees at the company “live up to the same standards” — even more so than middle and high performers.
Mark Murphy, CEO of Leadership IQ (the company that performed the study), told The Wall Street Journal, “Low performers often end up with the easiest jobs because managers don’t ask much of them.”
Guess what this leads to? Less stress and lower expectations.
On the other side of the coin, the hard worker ends up putting in more hours and having to fix the work of lower performers. As per the study, this often results in frustration and disengagement.
“They feel stressed and undervalued, and it starts to undermine the high performers’ confidence that the organization is a meritocracy.”
As for the solution, managers need to speak with middle and high performers to confront their frustrations head on. This can hopefully prevent them from looking externally for new opportunities.