Do you refer to your own or others’ performance on the job? I read a comment posted by a member of the Organizational Development group on LinkedIn recently. It that said we should be using the term contribution instead of performance.

I love this idea for a number of reasons.

The word contribution resonates with me because it’s more results-oriented. A contribution is tangible and reflects how your thinking and behavior advances the organization’s mission. Also, performance suggests a more individually-focused outcome; by contrast, contribution infers doing one’s bit for a larger purpose.

As long as the focus is on both the what (results) and the how (process or behaviors) of our work, it probably doesn’t matter much what you call it. However, words can be powerful, so think carefully about the message you want them to carry.

What is your perspective on performance and contribution?


Jump-start your performance…or contribution…with Humanergy’s help today!

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