The more you do, the more reward you deserve. This is actually a wrong idea.
Editor’s note: This article is from WeChat public account “Zhang Liangji” (ID: zhang_liangj) , author Zhang Liangji.
Today’s article, talk about the hard work and rewards in the workplace.
Most people think that hard work and reward should be directly proportional. The more you do, the more reward you deserve. This is actually a wrong idea.
In order to explain the problem of white, I will share it in three parts.
1. Please take the results to talk about the rewards
When I first started working, the boss told me two workplace iron rules:
The first one is called: The process produces results and the results are redeemed for returns.
The second article is: The process cannot directly cash in return.
However, in the real world, many people confuse this logic. Equivalent to the result, even the process is equivalent to return.
This gives rise to opinions and complaints such as “no credit, no hard work”, “work is so hard, but the boss does not give me a raise.”
Every job, regardless of difficulty, regardless of size, has established rules and processes. If we split the work piece by piece, each process must have a result, which is called node. The node represents the end of the previous work and the opening of the next work.
It is this series of nodes that connect and build our diverse work items. From a simple online survey to a complex app development, “node thinking” plays a pivotal role (see below).
Give a simple example.
Assume that you need 100 pounds of firewood now. The 100-pound firewood should be sent to the boiler room of the cafeteria for fuel before 4 pm today. After that, the chefs can make a delicious dinner for everyone at 6:30 pm.
In such a simple job, there are two nodes:
Node 1: Pick up 100 pounds of firewood (complete before 4 o’clock).
Node 2: Make dinner (complete at 6:30).
If your task at this time is chopping wood, then the only criterion for deciding whether you are doing this job well is whether you can hand over 100 kg of complete wood before 4 o’clock in the afternoon.
Besides, when you get up in the morning and get ready, how much effort do you spend on firewood, and how much good axe you bought to save effort…has nothing to do with the requirements of this node.
Because that is what you have to find a solution.
However, if you complete this task satisfactorily, let the chefs in the cafeteria start the work below, and finally everyone will be satisfied with the savory dinner, and your work will be of value.
“Keep your firewood. Besides, don’t tell me anything else.”
The boss and I finished the story, and the last sentence I lost, let me remember now.
Keeping a close eye on the goal is the thinking that every workplace person needs to develop. No matter what industry or work you do, remember that the workplace is always outcome-oriented.
Think more about disassembling your work, find out the key nodes, and then step by step. In the long run, this is truly meaningful growth.
For example, what are the nodes for a survey report?
Original data collection, data sorting, framework construction, content filling, leaking and filling, design beautification.
Each step has a corresponding completion flag. Go to your predecessor and ask for it.
What about the nodes of a planning plan?
Question sorting, crux analysis, strategy grooming, content execution, time planning, resource allocation, evaluation criteria development.
Each node has different requirements and know-how, and you have to learn to adopt different coping strategies in different situations.
Reduce the small node to a large node and then convert the big node into a visualized result. If you talk about the rewards in this way, you will be well-founded and well-informed.
Remember that returns must be measured by work results, not by working hours. No company is looking for a job to increase your salary.
To reflect your value, you must speak with results, not how much sweat you have paid and how much hardship you have experienced. That is the rhetoric of the weak.
2. Avoid halo effects of value
In the workplace, you feel that you are worthless, and those who want to pay you think you are worth. In the same way, you feel that you are important and useless. People who evaluate your work feel that you are important.
The essence of this is the problem of cognitive bias on self-worth.
Psychology has a concept called halo effect. When we recognize things, we often make overall judgments from local information.
The most typical example is the celebrity endorsement product.
Because fans like a star, they think that the products he recommends are good. Even if the star’s main business is singing, jumping, and Rap, but one day he endorsed a basketball product, fans will buy it, and even think that he is playing better than some professional basketball players. This is the halo effect.
We take a case and take it for granted to project all the cases, so that the value is multiplied, so the “bubble” is getting bigger and bigger in the process.
This phenomenon is not uncommon in the workplace.
For example, if you do a project, you will feel that other projects can be done well. If you win an order, you will feel that the customer’s order in the second half of the year is no problem. After defeating a competitor, you will feel defeated every time. The other party, etc…
My friend who is a boss around me, and when I talk about the following requirements for employees to raise their salary, they will take into account the “value bubble” that has not happened in the future. I feel that I have achieved a certain future. It is silly X that the boss does not give money.
For example, a friend who is a business service software, talked to me about the following sales that have just entered the company for half a year. I once said this when talking to him about salary increase:
“This list has cost me a lot of money to get the company down. After that, this customer will definitely cooperate with us for a long time. I think this wave should end up giving me a promotion.”
The actual situation is that, as a sales, it is your job to take this order.
The company pays you money to let you get this order. Whether this customer will have more budget in the future, purchase products and services beyond the contract, or through the ability to open up other new customers, this must be counted separately.
If none of the above has happened, sorry can’t count. This is not a problem with chickens or eggs first.