When Going Above and Beyond Becomes Just Expected: A SEO Optimized Guide

Every employee's journey in the workforce encounters moments of "going above and beyond." Yet, this phrase can have a double-edged nature in the realm of corporate performance. When a boss expects employees to consistently go above and beyond, can it still be truly considered going above and beyond?

Understanding Expectation vs. Effort

Let’s explore two critical points: expectation vs. effort. It's a common scenario where employees, feeling pressured to meet or exceed constantly elevated standards, might experience burnout. According to a survey by the PwC, 21% of millennials feel burnt out in their current job. This highlights the importance of recognizing the limits of human endurance.

Recognition and Individual Effort

When everyone is expected to excel, individual efforts might be less noticeable. Positive reinforcement and recognition play key roles in employee satisfaction. If every employee reaches for the same high standard, the credit for individual achievements might get diluted. Furthermore, according to Harvard Business Review, appreciation and recognition are essential for employee morale.

Shifting Standards and Organizational Culture

Organizations that foster a culture of exceeding expectations can see innovative growth. However, they must balance these high expectations with realistic workloads and support. A study by Harvard Business Review suggests that entitlement cultures can harm productivity and innovation.

Personal Goals and Ambition

Employees need to define what "going above and beyond" means for their personal and professional goals. This introspection can help in setting reasonable limits and avoiding burnout. A collaborative environment where both employees and employers can discuss these boundaries is crucial.

Example and Reflections from the Corporate World

I recall working in a large bank's corporate office, where being tech-savvy with VBA in Excel was quite rare. A senior manager proposed a workshop series, a concept I enthusiastically embraced. However, the journey was fraught with challenges, not least of which was the resilience required to carry the torch alone.

Our initial workshop committee started with eight members, but after a week, only I remained. I was tasked with preparing class topics, materials, advertisements, booking a venue, and managing logistics, all on top of my regular work. Despite my efforts, the workshops felt more like a solo crusade.

Performance Review Impact

My performance review echoed a common narrative: my boss did not acknowledge the extra efforts I put into these workshops. The review was simply "Solid," and my colleague who spent most of their time watching YouTube similarly received the same feedback and bonus. This made it clear that the workshop efforts did not count in terms of evaluation.

Seeking New Roles

Looking for a role related to macro support and finance applications, I applied with recommendations from two senior managers. Despite their endorsements and the mention of my workshops, I faced rejection. The hiring manager showed no interest in the courses or my past experience, emphasizing that recognition in these situations is not guaranteed.

Conclusion

The concept of "going above and beyond" can evolve, but maintaining a healthy balance between ambition and sustainability is key. Assessing the potential loss of time and possible appreciation will help in determining when to invest extra effort.

Final Thoughts

Reflect on personal goals and the cultural context of your workplace. Assess whether the extra effort will be rewarded. If it's not, prioritize self-care and sustainable performance over burnout. Understanding these dynamics can help in navigating the complexities of professional life more effectively.