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When someone else is the golden boy
| DATE: 12 December 2011 |
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| BY: Thabiso Thantsha |
Staying motivated and pushing the envelope can be hard when all your efforts go unnoticed.
The Tiger Woods effect
According to an article in the UK’s Daily Mail, in a working environment where one employee is doing well and keeps on winning awards and accolades, other employees could become demotivated, as they don’t see the need to push themselves to do well. This effect is called the Tiger Woods effect, because when Woods was on top of his game between 1999 and 2010, some of the top players didn’t perform well, as his presence intimidated them. They have since shone, proving that once the top dog is off the scene, others perform.
Ways to stay motivated when your colleague is the golden boy
Gavin Kennedy, a life coach at the Sunflower Organisation, offers the following advice on how to remain motivated when you colleague is the golden boy.
• The so-called golden boys and girls have learned strategies that are more aligned with what the company measures and rewards, so it appears that they get more favour – which may be true. It's important to perform in line with what's being asked for and measured. For example, if you play tenpin bowling, it's the number of pins knocked down that count, not the best style, shoes or smile. At work, if they're measuring your short-term profitability and you're spending your time building long-term relationships, then you're not going to win any awards in the short-term. Focus on your long-term goals.
• Remember to focus on what you want and don't to allow yourself to believe what others want is more important or meaningful. Success is not measured as the failure of others.
“Bosses should encourage multiple ways of measuring performance towards company goals to accommodate the differences in their staff. And be aware that different rewards have different meanings. For example, for some, being recognised as a 'star' is sufficient, while for others extra money without the fanfare will do. Also, encourage staff to pursue their own goals and contributions,” says Kennedy.
