Earning your keep is commendable, but giving is more valuable
Employees are paid to do their job. Those who perform that job well, and even exceeding well, are highly commendable. They are earning their keep. And though their results may be excellent, they may not yet earn the super star tag as a MVP employee. A highly valued employee is a person who not only earns but gives. The most valued employee is one who not only gives but also produces outstanding results – this is a super star or MVP employee.
For example, the employee who does a very good job within the typical 9am to 5pm time frame may be providing the employer a good return on investment (ROI) for what the employee is paid. No doubt, the employee has earned that pay. Contrast that with the employee who, on their own accord, decides to give to the employer a little more by way of working during lunch to move projects forward a little faster or helping answer customer inquiries after hours, is clearly a more valued employee who should also produce a higher ROI as a result.
While working late or additional hours may not be requested by the employer (as they may not feel the urgency sufficiently to pay overtime or to request such favors), the above-and-beyond actions by the employee is certainly noticed and puts them closer to the super star category of an employee-giver rather than an employee-earner. These people tend to be rewarded by getting advanced faster and higher within any firm they work at. They are not clock-watchers who bolt out at 5pm on the dot. The employee-giver is a company’s de facto candidate for a MVP.
Not all employee-givers are super star MVPs, however. For example, staying late because you are a slow or ineffective worker is hardly considered employee-giving because work quality is effectively sub-par, and the employee is simply staying late to catch up to par. The effective employee who outperforms others and also an employee-giver, is what puts them in the super star category.
In some ways, one could say this is one of the reasons why family and friends have a much different and often higher perceived relationship value than co-workers, bosses and employees. Friends and family give, they don’t earn. That’s why we care for and about them. Employees, volunteers, and effective networkers who give, get care and concern. It seems calculating, but it's human nature to value such relationships higher.
For example, the employee who does a very good job within the typical 9am to 5pm time frame may be providing the employer a good return on investment (ROI) for what the employee is paid. No doubt, the employee has earned that pay. Contrast that with the employee who, on their own accord, decides to give to the employer a little more by way of working during lunch to move projects forward a little faster or helping answer customer inquiries after hours, is clearly a more valued employee who should also produce a higher ROI as a result.
While working late or additional hours may not be requested by the employer (as they may not feel the urgency sufficiently to pay overtime or to request such favors), the above-and-beyond actions by the employee is certainly noticed and puts them closer to the super star category of an employee-giver rather than an employee-earner. These people tend to be rewarded by getting advanced faster and higher within any firm they work at. They are not clock-watchers who bolt out at 5pm on the dot. The employee-giver is a company’s de facto candidate for a MVP.
Not all employee-givers are super star MVPs, however. For example, staying late because you are a slow or ineffective worker is hardly considered employee-giving because work quality is effectively sub-par, and the employee is simply staying late to catch up to par. The effective employee who outperforms others and also an employee-giver, is what puts them in the super star category.
In some ways, one could say this is one of the reasons why family and friends have a much different and often higher perceived relationship value than co-workers, bosses and employees. Friends and family give, they don’t earn. That’s why we care for and about them. Employees, volunteers, and effective networkers who give, get care and concern. It seems calculating, but it's human nature to value such relationships higher.
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