Research published in Human Relations found that being seen at work during normal hours leads observers to automatically infer that an employee is dependable. No output needed. Just presence. That is the quiet logic behind performative productivity.
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There is a version of your hiring process that evaluates technical competency perfectly and predicts organizational fit very poorly. Personality research published in Frontiers in Psychology points to what that version is missing.
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Extraversion gets noticed. Conscientiousness gets results. Research from the Journal of Applied Psychology is fairly clear about which one predicts better leaders.
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There is a difference between recognizing someone's work and rewarding it. Research shows one enhances motivation and one erodes it. Most programs are doing the wrong one at scale.
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