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?
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I like your comments around performance and contribution but want to ask a question about the statement “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.” Where does the buy in come from? Why should I care about the what or the how regardless of what you call it if I don’t know the why? What will I feel if I know the why and will the what/how resonant differently knowing that?
Great build-on, Andy! I agree that WHY is so important. It gives meaning to work and the results we’re trying to achieve. It is a context for the contribution we’re asking people to make. It’s not a “nice to have.” So thanks for that comment!
I really like the use of contribution in this context because it immediately makes me think in terms of abundance vs scarcity. Contributing also implies that you are part of a bigger whole whether it be your team or the larger organization. A manager recently told me they were a straight A student all through school but feel they are only able to produce C-level results at work. I actually acknowledged the manager’s contributions (she stays late, volunteers to serve on committees, etc.) but her mindset is so embedded in that “performance/report card” framework she couldn’t fully see its value. Thank you for shining light on this paradox!
Nice initiative indeed. Thanks for sharing.