Human Resource ABCs

Many managers think of their employees as “A, B or C” employees. In some cases, companies actually get rid of “C” employees on a regular basis. I’ve never seen anyone actually define what it means to be an A, B or C employee so I took it upon myself to outline how I think it breaks down:

A employee- takes the company forward in a meaningful way. Goals are benchmarks, not the end game. Puts the needs of the overall business first with an understanding that personal rewards follow corporate gains. Bolster’s team spirit through optimism, energy, creativity and respect.

B employee- maintains the status quo, service the business well, strives to meet goals. Focuses on personal compensation, but is happy when the company succeeds

C employee- has a negative impact on the overall growth and expansion of the team’s efforts. Brings negativity and skepticism to the process, builds walls in an attempt to protect their job knowing that it may be in jeopardy. Blames others for failure and lack of advancement.

 

A

B

C

Measuring personal success
Business results
Hours on the job, effort expended
Not getting fired


Management
Works independently
Relies on manager to make big decisions. Wants people to tell them what to do
Blames manager for problems


Meetings
Challenges others, is comfortable debating issues until it’s resolved. Accepts and supports the decision of the team
Participates, but mostly takes notes looking for to-do items, keeps opinions to themselves. Resents team decisions that don’t align with their own.
Tries to avoid new responsibility and accountability. Keeps mouth shut


Mistakes
Brings them to management’s attention and is prepared with possible solutions
Looks to manager for resolution
Covers tracks


Initiative
Looks for what needs to be done and then does it to the best of their abilities.
Does what is asked, but fills in the blanks to deliver a complete final product
Does minimum asked, sits and waits for next assignment


Job satisfaction
High satisfaction
Sufficiently satisfied
Considers job a grind, lacks fulfillment


Compensation
Understands that high performance brings rewards, comfortable with performance-based compensation
Focused on current compensation, doesn’t mind benefiting even when company struggles, believes bonuses are outside their control
Focuses on cost-of-living adjustments. Wants more money for doing same work


Priorities
Puts the needs of the overall business and investors in the center of all decisions
Places emphasis on rewards for themselves and their personal relationships
Looks out for themselves


Productivity
Goes above-and-beyond to deliver results
Performs as expected by job requirements
Puts forth minimum effort


Work schedule
Works a full week and is available after-hours, pitches in where help is needed
Counts hours and avoids more than 40 hours per week unless absolutely necessary
Counts minutes, asks for extra compensation for extra work


Change
Embraces change and looks for ways to improve performance. Understands that better always means different
Avoids change but will try new things if requested. Reverts back to old ways quickly
Avoids change, blames new ideas for problems


Attitude
They think of themselves as optimistic
They think of themselves as realisticThere is no such thing as “Realistic” there is only optimism and pessimism. Realism implies that one can accurately and knowingly predict the future. Calling oneself a realist serves to counteract the optimism in others. Realism, therefore, is a pessimistic outlook.
They are pessimistic


Teamwork
Sees themselves as an important part of the team
Sees themselves as a cog in the machine
Looks out for #1


Priorities
Corporate/Investors/Owners
Co-workers
Self



Knowledge
Values and develops relationship skills and finds ways to bring people together. Becomes a student of the industry, shares new learning with others
Concentrates on domain expertise and completing tasks
Learns minimum to perform job


Information
Disseminates information throughout organization
Uses information to do job
Hordes information to protect job


Problem solving
Is energized by creative problem-solving
Brings problems to others for solutions
Complains about problems


Relationships
Works effectively across all levels and departments of organization
Forms solid, positive relationship with peer groups
Brings others down, tries to get them on their side and against the organization


Feedback
Asks for feedback and accepts constructive criticism as an important part of their future. Accepts and appreciates complements
Avoids feedback, will make specific changes if asked.
Acts defensive when receiving negative feedback. Expects rewards for positive feedback


Hindsight
Learns from mistakes, looks for patterns in decision making that can be improved
Avoids taking responsibility for poor decisions
Adopts an “I told you so” attitude, uses mistakes to justify status quo


Company performance
Is invigorated by corporate success and happy to provide a positive return to investors
Celebrates success with others, looks for ties to personal compensation
Indifferent to success or failure of company beyond any impact it may have on them


Initiative
Looks for opportunity and takes it upon themselves to make improvements or organize others
Usually waits until they are assigned a specific task
Does not take initiative, avoids extra work


Territory
Build coalitions within organization
Is protective of their turf
Cares only on their tasks


Social
Is respectful and kind to others
Is tight with immediate peer group
Avoids relationships on the job