Competition is inseparable in one’s workplace. Subtly or openly, in employee competition, most companies set the competitive culture within the disguise of multiple names, citing them as a purpose for the employee to acquire recognition, raise, award, or promotion.
However, this employee competition culture can act as the two sides of a coin. What are the pros and cons of it?
The brutal force of employees competition, often, leads to innovation.
The job market is getting saturated with candidates and the slots lessen, hence why jobs seekers need to be more creative to outshine other candidates.
This is a good side for the company, as creative innovation is always a good thing. And a one of a kind idea could burst into a beneficial profit for the company itself.
When an employee succeeds in creating a valuable product, they build a name for themselves. They tactfully craft their personal brand, build their influence, along with advance their own career.
It’s a given that valuable innovations are seen as gold by companies. Therefore, companies risk big time to provide their MVP employees the best treatment. They give them flexible working hours, generous maternity leave, plenty bonuses… Bottom line, the company is aiming for employee’s motivation.
On the other hand, employee competition evokes unethical behavior and apathetic tendency.
Why? Because they are threatened to being cut off, demoted, even publicly humiliated.
They will do everything to win, this is not about teamwork; office space becomes a jungle where the strongest win.
Anxiety crept in and they will less likely to use a creative approach to solving problems, rather, they sabotage their colleagues.
While not everyone fell into this category, we can’t dismiss the ones who do. These negative emotions affect the team’s performance. Instead of focusing the result on teamwork, they focus on the negative outcome that could happen.
What can managers do to prevent it?
Encourage the employees to use their strengths in tasks they’re good at.
Highlight positive outcomes, and what reward awaits the best performance — never incite fear and threat. You can also monitor the team’s performance in every specific period of time.
Here’s the bottom line: employee competition is inevitable. But as the manager, you can ensure that every step taken leads to innovation, not anxiety. Never ever force your authority through fear, it will lead to unethical behavior (and a mess of a team).