Leadership Consulting with a DEI Lens
Re-evaluating Your Merit-Based Promotion System
“There are no secrets to success. It is the result of preparation, hard work, and learning from failure.” – Colin Powell
Typical merit-based promotion systems give employees points for education, revenue generation, awards or customer feedback. Hard workers are easily identified, and “superstars” shine. If revenue generation is the priority, there is no need to change a merit-based system that rewards and identifies those who produce the most revenue. If revenue generation is the mission, then activities that don’t increase profit are discounted. When the margin is the sole outcome measure, other data points go unrecognized. Plateauing revenue despite rewarding and recognizing the income generators is an indication that it is time to re-evaluate other measures of merit.
Sports enthusiasts know that a team filled with one-dimensional athletes will struggle to succeed unless their skills in other areas expand. Theater patrons appreciate that the orchestra, lighting and the stage crew are essential to any Broadway production. A business that recognizes the value in multidimensional members and diverse talent is more adaptable and versatile.
Does your organization use some of these metrics to promote and recognize talented members of the team?
- Completed projects
- New client or business acquisition
- Resources saved
- Media engagement or recognition
If your organization wants to explore ways to have a merit-based system that adds value we can assist. The saying, “No margin, no mission” is essentially true, but if you are in a profession like healthcare or education, you recognize your ethical obligation to create more than revenue.
