Whiners Vs A Players


Do you recognize the whiners, and complainers? Most employees know when others are disingenuous about not doing their job on time, or up to expectations. 63% of working Americans think that when people complain that they don’t have enough resources to do their jobs, the real problem is that they just don’t want to figure out how to do the job. A disdain for underperformers exists across generations.  

Gen X and older millennials are more likely than younger generations to associate underperformers with blaming others instead of taking accountability or delivering results instead of excuses. Gen Z is more likely than older generations to associate underperformers with using noncommittal statements like “I’m working on that” or “I’ll get back to you.”  

High Performance cultures make it more difficult for underperformers to turn into long term employees, because high performers embrace responsibility and accountability in the workplace and expect colleagues and peers to perform up to the expectations as well.  

So, what about the other extreme? Is there a silver lining? Let’s cut to the chase.  
80% of working Americans agree that their company’s culture motivates their performance. Even more executives and managers recognize cultures’ impact on performance, almost nine out of 10. Team members, across the board, acknowledge the importance of culture and its influence on performance. So what does that tell us? Simple, the vast majority of employees want to work in a high performance culture.  

What does that look like? It breathes life into the workplace. It encourages everyone to strive to become better and evaluate their own performance against clearly communicated performance metrics. It means everyone understands that performance not only drives profitability but moves everyone ahead as a team.

So, what’s your charge? Build a high-performance culture? It will pay dividends for everyone. 

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