Partial points for good effort?
Is there such a thing as getting partial points for good effort, despite lackluster business results? While goodwill may exist with employers, it can only go so far. After all, for all the good effort, if nothing good results from it, for how long can a firm endure the cost?
Producing profitable results is the only way to go.
That said, it is important to clarify that there are short-term and long-term results. It is OK to include a mix of long-term results in one's focus, but the fact is that if short-term results are not delivered for an extended period of time, long-term results might never have a chance to come to fruition.
During economic down times, employees have a tendency to show good effort by seemingly working harder e.g. working late. That really only buys goodwill for a short period of time...till the inevitable happens. Employees need to constantly keep their eye on the prize: generate revenues profitably. Even if revenues are down and difficult to make, do everything possible to generate short-term revenues with a focus on building long-term revenues. As long as employees are able to help generate sufficient short-term revenues that demonstrates the ability for the firm to get through the storm and arrive at the long-term horizon, there is a sustainable case for keeping them on payroll. In other words, help the firm in order to help yourself stay on as an employee.
The usual knee-jerk reaction during down times is cutting cost. Yes, that is important. But the maximum you can cut cost is to $0. So, we come back to revenues. There, the sky is the limit. Any employee who can help a firm generate revenues, especially new sources of revenues, is a valued employee -- in good times and bad.
As for partial points for good effort? It exists, but there's a low cap on it which gets lower during down times...and I wouldn't count on it.
As Jerry Maguire says, "Show me the money!"
Producing profitable results is the only way to go.
That said, it is important to clarify that there are short-term and long-term results. It is OK to include a mix of long-term results in one's focus, but the fact is that if short-term results are not delivered for an extended period of time, long-term results might never have a chance to come to fruition.
During economic down times, employees have a tendency to show good effort by seemingly working harder e.g. working late. That really only buys goodwill for a short period of time...till the inevitable happens. Employees need to constantly keep their eye on the prize: generate revenues profitably. Even if revenues are down and difficult to make, do everything possible to generate short-term revenues with a focus on building long-term revenues. As long as employees are able to help generate sufficient short-term revenues that demonstrates the ability for the firm to get through the storm and arrive at the long-term horizon, there is a sustainable case for keeping them on payroll. In other words, help the firm in order to help yourself stay on as an employee.
The usual knee-jerk reaction during down times is cutting cost. Yes, that is important. But the maximum you can cut cost is to $0. So, we come back to revenues. There, the sky is the limit. Any employee who can help a firm generate revenues, especially new sources of revenues, is a valued employee -- in good times and bad.
As for partial points for good effort? It exists, but there's a low cap on it which gets lower during down times...and I wouldn't count on it.
As Jerry Maguire says, "Show me the money!"
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