Different work ethics

Perhaps it is a generational thing, but it feels like the newer employees at my office have a different understanding about what constitutes an acceptable level of effort in performing their duties than I do.  I come to this realization based on conversations I’ve had with some of these employees directly and based on general statements my supervisor has made.  For many of these newer employees, they are satisfied if they can satisfy the minimum level of acceptable performance (as defined in our Performance Appraisal Plan).  While the plan includes financial incentives (i.e., awards) for achieving defined levels of exceptional performance, these employees don’t seem to find these to be sufficient motivation to put forth the extra effort.  They argue that they can make more money by working overtime at the minimum acceptable performance level.

I simply cannot understand this mindset.  For me, achieving the higher performance levels is a matter of pride.  While it is nice to get a bonus in my paycheck at the end of the year, that really isn’t my primary motivation.  I believe in always giving my best effort, and I would feel like I was cheating if I gave anything less than that.  I suspect that this approach to the job is part of the reason my supervisors and colleagues seem to respect me so much.  This translates into a great working relationship with them, one that allows me a great deal of autonomy, which helps minimize the stress related to the job.

I have made efforts to explain to some of these newer employees how putting forth your best effort each and every day can help foster positive relationships with supervisors and colleagues, which in turn can smooth the path for a long and enjoyable career.  Some seem to get it, and make an effort to change, but there are others who just don’t seem to get it.  I wonder why.