The Performance Paradox: Balancing Metrics and Workplace Morale
Employee attitudes toward management have a significant impact on both productivity and the retention of key specialists. In particular, when management strictly evaluates employees solely based on statistical indicators, an ambiguous picture emerges. On one hand, those employees whose metrics are improving can afford certain violations without serious consequences, demonstrating flexibility toward truly effective workers. As one of the analyzed sources notes, "if an employee provides a high volume of production, achieving excellent statistics, then the ethics section is, without a doubt, of no interest to him… an employee can 'get away with murder,' provided that his statistics are on the rise" (source: link txt, page: 198). This can help retain key specialists, as successful employees feel a sort of "loyalty" from the system that justifies their work approach.However, such a system also creates serious problems. Employees with medium or low metrics are subjected to much stricter control and punishments for every mistake. As noted, "for employees with medium… statistics, of course, only ordinary ethical measures are taken, and for too many wrong actions - hearings or trials. A guy with low statistics will get a trial even if he sneezes" (source: link txt, page: 198). This uneven distribution of attention from management can lead to the formation of a toxic work environment: high psychological pressure, constant monitoring, and the risk of unjust punishments contribute to lowering morale and productivity.Moreover, when a manager abuses his power with the ability to "poison" those employees who displease him, a situation arises in which people feel protected only by their high metrics. This creates an atmosphere of fear and constant stress, affecting the mental health and work capacity of staff: "…in psychologically heavy conditions, productivity inevitably declines… employees… instead of receiving help get only punishment, including for the mere act of complaining" (source: link txt, page: 201). The high level of stress caused by constant pressure and the possibility of unwarranted repression may lead even key specialists, forced to work in such conditions, to eventually start looking for other workplaces where their contributions are valued and a fairer attitude is ensured.Thus, management's approach, based on strict statistical evaluations and uneven application of control measures, leads to a dual effect: it can help retain highly productive employees if their metrics steadily improve, but at the same time creates psychological pressure and a toxic atmosphere, negatively impacting overall productivity and increasing the risk of losing those key specialists unwilling to tolerate such a system.