My US manager sandbagged me with my review. I woke this morning to a meeting request for my review at 21:00 JST. There was no warning and no notice.
My history with these types of activities is complicated. I won’t go into detail now. Suffice to say I find little value in these lazy “one size fits all” retail approach to HR. A good leader does not require such a complicated artificial construct, nor do truly empowered and well lead employees.
Never the less, I’m shackled with this time consuming obligation. I need to take time and reflect on good old fashioned stoicism to get my head right. It would be great unwrapping myself from around my HR axle as well.
First, it’s important to remember at the moment my career path, goals, and objectives align with my employer. The alignment is temporary.
Second, my employer’s goals and objectives reflect what is right for the company. There is nothing requiring me to like or even agree with the goals and objectives. Gainful employment encourages my active engagement toward them, yet my gainful employment is not the object of my life.
Third, the common theory of “you will get out of the process what you put in” is false. It is not true in physics, engineering, romance, cooking, finance, politics, small appliance repair, Pokemon Go, or much of anything in life.
Fourth, these retail HR systems are more and more geared toward meaningless concepts and platitudes which fail to bolster any concept of anti-fragility or resilience. Anecdotally friends and peers shared ratios of three or more positive comments to every negative comment in reviews. Others shared “the bell curve” – in any team the manager plots the best and worst performers on a chart and scores everyone else somewhere in between because “you can’t have a team of all above average or below average” members. Arbitrary artificial constructs like these try to pave over the world’s variables (I’ve seen plenty of teams with no above average performers, typically in non-critical roles) plus fail to offer employees any tangible constructive feedback (i.e., “You were rated a 2 out of 5 because there are too many 3s and 4s on the team already.“)
Fifth, companies want some degree of fragility in their employees. They cannot rely on loyalty any more, especially in the US and other countries with at-will employment. Employee retention is usually a balancing act between enough training, team building, and encouragement to make employees feel empowered & add value while subtly keeping them just fragile enough to fear change.
Stoicism and Us | New Republic talks about these concepts in other contexts, such as the cancer diagnosis in the opening paragraph.
What matters, in good times or bad, is not whether you have a job, an income, a family, or a home, but whether you have the inner strength to realize how little such things matter.
This quote, Dear Friends, helps me unwrap my mental axle.
Stoicism is having a moment in the robot revolution | The Financial Times talks about a new book by Svend Brinkmann, Stand Firm: Resisting the Self-Improvement Craze – Kindle edition by Svend Br…. Full disclosure: I have not read the book yet. This article however talks about a few of the concerns I laid out above in the context of the current stoicism fad in Silicon Valley. This neo-stoicism smacks of exuberant exceptionalism without embracing the negative things in life. The side bar about this in relation to Ryan Holiday’s writings (which I enjoy) intrigues me.
This idea of embracing the negative leapt to my attention today when I read Feeling bad about feeling bad can make you feel worse | Berkeley News. This study (full disclosure: I have not read it yet) seems to reinforce the concept of the negative things in our lives can make us better at living our lives.
This long, rambling screed flowed fairly quickly. I feel better about my impending US performance review (and the soon-to-follow Japan review). I remain bearish toward the whole process, but at least I can get on with my day. And I hope to learn something more about dealing with things like this in the future.
What do you think? Am I off-base? Do you agree? Have I missed the boat entirely? Add your tempered, well reasoned thoughts in the comments or on the social media.
Date: 2017-08-15 Tue 11:54
Created: 2017-08-15 Tue 13:55