How Can HR Tackle the Growing Issue of Peer Comparison in the Workplace?

Hi All,

Today, the biggest HR issue any company is facing is "comparison" among peers, comparison among peers in other industries, and even within the same department, people compare themselves. Because of this comparison, lots of issues are erupting. In this situation, how HR people should behave or how these situations should be tackled are important considerations.

All HR Gurus' inputs are welcome.

Regards,
Vinay

http://finance.groups.yahoo.com/group/HumanResourceOnLine
9866254387

That is going to be the issue for years to come, and this is where we need to think like marketing people, creating product differentiation. Where does our organization differ from others in the same industry and how does our industry differ from other industries? Create a Unique Selling Proposition (USP) for our company, which will help in retaining and attracting talent. All this comparison has to be used to benefit us as an organization. We need strategic partners by deciding how we can create that difference—perhaps by being the best paymasters or by providing a great work culture. There are many things we can consider by evaluating our organization's strengths and weaknesses.

As for internal comparisons, try rewarding teams and using a more team-oriented approach instead of an individual approach in appraisals. This is something that has benefited us. Let me know if it helps.

Hello, everyone. Happy Raksha Bandhan.

There is a saying: "There is no apple-to-apple comparison." If you apply the same principle, no two members in a company will be doing exactly similar jobs/assignments. If the policies and management behavior are clear enough, even the employees will also understand and agree with the affairs. This situation will vary when two or more employees work together in a team or on a project. The success of the project or team is interlinked with each other's work input or performances. There, management can reward the entire team equally, including the leader, to avoid misunderstanding or to have a transparent policy. Similarly, if an employer believes in and displays high respect for diversity, the situation will also change because there could be additional benefits/soft benefits to diverse candidates. If other employees have a better understanding of the management policies, they will not have an issue.

:)

Hi,

Personally, I don't think of this as a problem. Benchmarking best practices and striving to achieve them is a standard practice. The behavior of comparison mentioned is an unconscious attempt at benchmarking and is a natural human tendency. To some extent, it is beneficial. When a search engine company tries to compare itself with Google, they will undoubtedly seek to improve.

Hope this is clear.

Regards,
Sreekumar J

Dear all,

Since time immemorial, comparisons have existed in all spheres of life, whether in personal, professional, or social domains. Comparisons in the workplace, whether interdepartmental, intradepartmental, or across industries, are inevitable. They are, in fact, necessary for progressive functioning, as development would not have been achieved without starting the journey towards excellence.

This is where the role of HR plays a crucial part in making the personnel of the organization understand the value and purpose of comparisons in the right perspective and direction. Effectively communicating the need for enhanced competency skills, diverse skills, and the right mix of attitudes with the required skill sets for job performance in this demanding work environment is essential.

If there is anything more I could assist with, I would definitely attempt to do so.

With regards,

S.P. Tripathi
Asst. Director (HR)
NPC India