Consistency Does Not Equal Fairness
By Bill Catlette and Richard Hadden
Joe Kraus, founder of Web portal Excite.com once said, “Nothing demotivates people like the equal treatment of unequals.
When you hire a bozo and treat him the same as a rock star, it deflates the rock star.”
We’ve all heard the workplace mantra, “Whatever you do, ensure that employees are treated fairly and consistently.” The
manager’s dilemma emerges, however, when “fair” seems to collide with “consistent.”
One day, Henry, the founder of a large corporation, walked through headquarters handing out $50 bills to long-service
employees. Nothing scientific or well-planned, just a guy trying to recognize those who had served faithfully for many years. Fair
enough.
Lou, the director of labor relations, pulled the offending founder aside and pointed out that he couldn’t single out employees for
these on-the-spot bonuses. He’d need to give the same to everyone in order to be consistent – to do otherwise would show
favoritism.
Henry’s reaction was two-sided. First, he reminded Lou of their
respective positions in the food chain and, second, authorized the
company’s treasurer to equip Lou with enough cash to similarly
reward, and therefore quiet, any employee who even dreamt of
complaining about the disparate treatment. They were going to be
consistent!
But was this practice fair? No. And what’s fair about scoring a fourout-of-five to all but the most egregiously poor performers on their
annual performance evaluations? Consistent perhaps, but grossly
unfair.
Consistency means treating all employees equally. Fairness
means treating each employee appropriately, and individually,
based on the circumstances and contribution of that employee.
Fairness depends on something external, such as circumstances,
situations, performance, or contribution. Consistency depends on
nothing but conformity to an existing standard. Consistency
requires good records. Fairness requires the application of good
judgment. Consistency is easy, fairness is harder. Who ever said
leadership was easy?
Leading in a “fair” manner is rarely cut and dried, as it calls for
discernment and a degree of wisdom.
Your job, as a leader, is to inspire maximum effort from people.
When managers abandon fairness in pursuit of consistency,
something happens to people’s willingness to go the extra mile. It’s
like a slow leak in a tire – eventually it becomes entirely deflated,
or blows out altogether.
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Here are some ways to move toward “fair” treatment of your workers, even if at the expense of consistency:
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First, think back to a time you were treated unfairly in order to maintain consistency, and then consider the
effect it had on your motivation. It’ll be the same feeling for those you now lead.
Establish clear targets and rewards, and be clear about your expectations. Carefully articulate what
constitutes outstanding performance, and the rewards that await all who achieve it. Those who perform
receive the reward, those who don’t receive coaching and encouragement to achieve it next time.
Develop a well-thought-out system that allows you the flexibility to give spontaneous “spot rewards” when you
see a deserving performance, and keep an element of fun in your reward system. Employees are motivated
by the expectation of, but not entitlement to, frequent small rewards for valuable performance.
Account for differences in personal circumstances, especially in the short term, and those beyond the
employee’s control. If an employee experiences the loss of a close family member, cut them some slack for a
reasonable period. Go the extra mile for your employees in these situations, and you’ll have their full attention
when you talk about going the extra mile for your customers.
When an employee complains that you’ve treated him unfairly, listen because he may have a point. Ask what
he would consider fair, and engage in a dialogue that gets both perspectives on the table. Be reasonable,
and ask for the same from the other party. Be willing to compromise and come to a mutual agreement. Then
move on.
Develop and maintain an effective Alternative Dispute Resolution (ADR) process in your organization. If the
situation rises to such a level, engage the ADR process to resolve the issue without involving lawyers.
Mediation, and other ADR interventions can be extremely effective in restoring a sense of fairness and
maintaining productive working relationships.
Be consistent in yourself. Don’t change your tune with every change of mood, and don’t maintain different
standards for different people without reasons everyone feels good about. Keep your promises, and follow
through.
Going the extra mile – parting with what’s known as discretionary effort – is a conscious decision on the part of each employee.
When someone makes that decision, it distinguishes him or her from others. However, if that effort is rewarded in an
undistinguished manner – with consistency rather than fairness – that person finds it hard to sustain discretionary effort. A
common reward for an uncommon effort is a slap in the face.
A three percent across-the-board salary increase for everyone on your team is not fair unless you have observed an across-theboard improvement in performance, or are making market adjustments.
The same is true for sanctions or punishment. Punishment may be an effective “corrective device” for adults, but it is foolhardy
and lazy to generally spray everyone in your group with the same sanctions when not everyone is guilty of the infraction being
dealt with.
There’s no place for little minds in leadership. It requires making tough decisions based on a value system firmly rooted in
fairness. That’s not always consistent with … well … consistency.
About the Authors:
Bill Catlette and Richard Hadden are the authors of the newly released, “Contented Cows MOOve Faster.” The two founded
Contented Cow Partners, LLC to help business and organization leaders produce better results through a focused, fired-up and
capably led workforce. For More information, visit www.ContentedCows.com
RPI a Founding Trustee of Northwestern University Forum For People Performance Management and Measurement
Special thanks to our Northwestern University Forum Sponsor Rideau Recognition Solutions, www.Rideau.com.
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Recognition Professionals
International
March 2008
UpDate RPI Member Communication
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Certified Recognition Professionals® CRP
RPI is offering Certified Recognition Professional (CRP) Courses in connection with RPI 2008 Annual Conference.
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Saturday, April 26, 2008
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Sunday, April 27, 2008
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Wednesday, April 30, 2008
For more information visit www.recognition.org or click on the below link to register:
http://www.recognition.org/displaycommon.cfm?an=1&subarticlenbr=413
On-Site Certified Recognition Professional®
Now more than ever education is the key to staying competitive in today's market. According to the U.S. Department of
Labor over 26 million job openings for Supervisors/Managers, Human Resources Specialists, Compensation & Benefits
Managers and Chief Executives will occur from 2004-2014 due to business growth and total replacement needs. A vital
part of any professional's growth and development is access to an educational environment that offers the right
knowledge and skill set. Organizations can now bring Certified Recognition Professional courses to a location of their
choice. Click here to learn more: http://www.recognition.org/displaycommon.cfm?an=1&subarticlenbr=4
On-Site Course Designing Effective Employee Recognition Strategies
This 4-hour course delivers training for your team or whole department in recognition assessment, alignment, design &
development, measurement & tracking, implementation, launching, maintenance and momentum – all in the
convenience of a location of your choice! We’ll provide expert instruction at a time and place most convenient for your
group. Click here to learn more: http://www.recognition.org/displaycommon.cfm?an=1&subarticlenbr=27
Education Sponsorship Now Open!
Recognition Professionals International, RPI, would like to invite your organization to become one of the outstanding
sponsors of our many education programs including the Certified Recognition Professional® program. RPI has
®
responded to industry trends by developing the Certified Recognition Professional curriculum. To meet our members’
needs, we are in the process of developing new educational programs and are seeking education sponsors.
Click here for Education Sponsorship information:
http://www.recognition.org/displaycommon.cfm?an=1&subarticlenbr=379
Join these Recognition Professionals International Education Sponsors:
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Recognition Professionals International 1601 N Bond St., Ste. 303 Naperville, IL 60563
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Recognition Professionals
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March 2008
UpDate RPI Member Communication
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2008 Recognition Professionals International 11th Annual Conference
Register TODAY!
Click here to see the conference
brochure:
http://www.recognition.org/associations/5847/files/2008RPI_BrochureWEB.pdf
April 2008
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Click here for the daily calendar:
http://www.recognition.org/displaycommon.cfm?an=1&subarticlenbr=451
RPI 2008 Conference is “Going Green” Click here to learn more:
http://www.recognition.org/displaycommon.cfm?an=1&subarticlenbr=497
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Join us in Newport Beach, California April 27 —30 where employers from many industries, levels and departments
including human resources, benefits, compensation and management professionals from around the world will meet to
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Recognition Professionals International 1601 N Bond St., Ste. 303 Naperville, IL 60563
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Recognition Professionals
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March 2008
UpDate RPI Member Communication
network with their peers and learn how to develop effective employee recognition systems that enhance employee
engagement and performance.
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The 2008 RPI 11 Annual Conference will begin with Cargill’s corporate vice president and president of Cargill Meat
Solutions Bill Buckner and Karen Sachs, Senior Diversity Consultant speaking on recognition and globalization. Monday,
April 28th will feature the best selling author Richard Hadden, CSP from the Contented Cows series and Bob Nelson, PhD
from the 1001 Ways series. Tuesday, Dr. Steve L. Robbins will speak on issues of diversity, inclusion and cultural
competence. Wednesday, professional speaker, radio host and author, Ed Horrell will speak on The Kindness
Revolution.
What’s new to the conference includes a New-Comer’s Attendee Open House Reception Sunday, April 27th from 5:30pm
to 6:00 pm to acclimate new attendees to our conference. And back by popular demand is Mug of Motivation Chat every
morning with breakfast. In addition to these dynamic industry leaders, attendees will learn from educators and leaders in
the numerous workshops scheduled throughout the conference.
Register Today!
Click here to register:
http://www.recognition.org/displaycommon.cfm?an=1&subarticlenbr=413
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Best Practice Award 2009
Nominations are now being accepted for Recognition Professionals
International 2009 Best Practice Award. Deadline for entries has been
extended to December 1, 2008. For more information click on the
following links; Best Practice Standards, 2009 Best Practice Nomination
Form
2009 Recognition Champion Award in honor of Pamela Sabin
Nominations are now being accepted for Recognition Professionals
International 2009 Recognition Champion Award in honor of Pamela
Sabin. Deadline for entries is February 6, 2009. For more information
click on the following link 2009 Recognition Champion Nomination Form
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Check out the In the News section of www.recognition.org for breaking recognition news. Here is just a sampling of what you
will find:
Pat on back beats pay rise
NEWS.com.au - Australia
Mr Brown says research by Hewitt Associates also shows a direct correlation between levels of employee recognition and
productivity. ...
Getting The Most From An Exit Interview
Forbes - NY,USA
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Encouraging Excellence
Recognition Professionals International 1601 N Bond St., Ste. 303 Naperville, IL 60563
www.recognition.org [email protected] ph 630-369-7783 fax 630-369-3773
Recognition Professionals
International
March 2008
UpDate RPI Member Communication
... you might say, "The company could do a better job at coaching its employees and provide better avenues for employee
recognition." Or you might say, ...
Dealing With Diversity
Tire Review - Akron,OH,USA
“This isn’t meant to be discriminatory regarding non-Hispanic employees. It’s just in recognition of the fact that Hispanic
employees relate better to our ...
Union food staff voices concerns at worker forum
Daily Cardinal - Madison,WI,USA
“We need to figure out clever and creative ways to get [employee] recognition and the other things back up.” Peek said
she was pleased with the outcome of ...
US companies using innovative methods to retain employees
Economic Times - Gurgaon,Haryana,India
In the survey conducted by Vantage Research, CEOs opined that open communications, employee recognition and
involvement of personnel in decision making are ...
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RPI Trustee Position at Northwestern University’s Forum
Provided by Rideau Recognition Solutions since 2004. Rideau Recognition Solutions are relationship facilitators — helping build
enduring and meaningful relationships through their recognition programs. Rideau Recognition Solutions will help create a recognition
culture that rewards employees for their time, talent, and contributions regularly, appropriately, and publicly. For more information contact
Peter Hart at 877.789.0449 Ext 240 or [email protected]. www.Rideau.com
Member Renewal Gifts
Provided by Simple Truths since 2006. Founded by Mac Anderson, the founder of Successories, Simple Truths is a publisher of
unique books that incorporate great content, great design and great imagery to create beautiful, engaging and inspiring corporate gift
books. Each book is designed to reinforce core values such as service, leadership, teamwork, attitude and discipline. For more
information contact Dan Green at 630.946.1474 or [email protected]. www.simpletruths.com
New Membership Plaques
Provided by Awards International since 2004. Awards International provides quality awards, gifts and promotional pieces for over 49
years. They personalize both stock and custom awards. For more information contact Bob Knuerr at 847.226.5480,
[email protected]. Website http://www.awardsco.com/ and http://www.classicawards.com/
Advertising Opportunities
RPI Monthly Membership Update
Recognition Professionals International Email UPDATE Newsletter is sent to RPI’s 850+ and growing membership
monthly. Now you can reach this targeted audience by sponsoring the UPDATE. Only 1 full-page ad per issue per
month guarantees your company great visibility. For only $750, your sponsorship will include: recognition as the
email newsletter sponsor for the month, a full page ad, and a direct link to your website. Sponsorships are assigned
on first-come-first-serve basis. Go to www.recognition.org and click on advertising opportunities located in the
directory dropdown menu. Or click on this link:
http://www.recognition.org/displaycommon.cfm?an=1&subarticlenbr=30.
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Recognition Professionals International 1601 N Bond St., Ste. 303 Naperville, IL 60563
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Recognition Professionals
International
March 2008
UpDate RPI Member Communication
2008— email Update advertising opportunities are now available!
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Encouraging Excellence
Recognition Professionals International 1601 N Bond St., Ste. 303 Naperville, IL 60563
www.recognition.org [email protected] ph 630-369-7783 fax 630-369-3773