In these pages, I have often warned of the dangers for management to drive performance via emotional and economic pressures.*
It’s worth reminding ourselves that if we work for an organization that drives performance primarily through pressures like reserved parking spots, office size, weaponized dashboards and bonuses, we can choose not to let these things drive us.
What drives your performance? Would you be as excited to do you work if there was no promise of a bonus or a plaque at the end?
If not, might it be time to contribute elsewhere?
* Based on the findings of Primed to Perform.
