I heard a clerk at a retail store say, “They don’t pay me
enough to do this job”.
He believed that if he was paid more, he’d do a better
But he's putting the cart before the horse.
A person who won’t give 100% at a job that pays minimum wage, won’t give
100% at a job that pays $250,000 a year.
Conversely, a person who gives 100% when making minimum wage
won’t be making minimum wage very long.
The first principle professionals learn in marketing is
that success will come only when they can answer the WIFM
question for the consumer, which is “What’s In It For Me?”
Employers are no different.
They're consumers of the time,
labor, and expertise employees are selling. Companies don’t give
a new employee a paycheck on his first day, and then hope he’ll
stick around long enough to earn it.
The employee first has to earn it, and is rewarded with a
Raises work the same way.
Only after an
employee has demonstrated that their value to their employer has
increased will the employer consider paying more.
Many young people entering the work force for
the first time are telling employers they "Deserve" a raise after being at the job for six months, just
because they’ve been at the job for six months.
But as an article in USA Today pointed out, it’s not their
fault. When they were growing up, they got trophies just for showing up.
This was summed up best in the 2004 movie “Meet the Fockers”
when Dustin Hoffman was proudly showing off the trophies of his
adult son, played by Ben Stiller, to his father-in-law to be,
Deniro said “I didn’t know they made ninth place
ribbons”, to which Hoffman replied “They have them for up to
10th place too! There’s also a bunch on the ‘A for Effort’
We've conditioned the youngest members of the workforce to expect to be
rewarded for mere participation, instead of actual achievement.
As a manager, you have to literally “reprogram” the way some of
To Your Success ,
P.S. Nominations for the 2014 Glenn Shepard Excellence in
Leadership Award are now being judged. Ten finalists will be
chosen on 10/15/14.
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