VIM Executive Coaching notes that society is in an interesting period of ratings and reviews, mostly online and mostly anonymous. We’re sure you have noticed this as well. Whether the reviews are good or bad, is not the issue; whether the ratings are a sincere and an accurate reflection of the quality of goods or services is quite another.
There are usually problems with “match-up.” The ratings don’t often match reality.
For unfortunately, we have been made aware of negative reviews written out of anger and spite, and overly positive reviews handed out, candy-like, to those who barely provided the minimum level of expectation.
It often comes down to unrealistic expectations.
Not surprising, those who got by with minimal effort to become “enraged” with receiving one-star reviews and others mightily disappointed after they purchased a five-star “experience,” only to find the service or goods to be mediocre at best. Are we asking the right questions?
Do we need a different measure?
We wonder if society hasn’t gotten overly carried away with its “stars,” “reviews,” “comments,” and “shares?” And if, most of them are anonymous, presumably out of fears of telling truths or overly-inflated as a favor to friends or acquaintances, what are they truly worth?
Then, we must ask the follow-up, in an executive leadership sense: are entire companies and their departments being managed in the same way? Surely, organizations often fall prey to social media and influencer reviews. Again, we wonder whether these ratings, critiques and “outrage” are based on fact and sincerity or do they exist for no other reason than it is expedient or popular or “pandering?”
What we do know, is troubling. In the latest, sweeping survey of workplace happiness measure in 2023, the American Psychological Association found that:
“Workplace stress also remains at a concerning level, with 77% of workers having reported experiencing work-related stress… 57% indicated experiencing negative impacts because of work-related stress that are sometimes associated with workplace burnout, such as:
- emotional exhaustion (31%)
- didn’t feel motivated to do their very best (26%)
- a desire to keep to themselves (25%)
- a desire to quit (23%)
- lower productivity (20%)
- irritability or anger with coworkers and customers (19%)
- feelings of being ineffective (18%)”
We would like to advance the idea that so many organizations are being run by “ratings, reviews and processing,” that human beings and the human equation are cut from the equation. As to the title of this post, there has been a rise of easy, online credentials concurrent with all of this review stuff. Many in these courses want credentials and not greater compassion; they desire simple solutions over authenticity and quick and easy reaction over true response. Frankly
The different measure we talk of is mindfulness.
For executives who feel that it’s all a bunch of babble and mumbo jumbo, please take a look at the percentages above. If a quarter of workforces want to quit, or keep to themselves (as opposed to participating in teams), or have lost motivation, it’s a serious set of issues. When executive leaders lose their ability to connect on a mindful level, valued employees underperform and leave.
Society and social media might extoll the virtues of rating and reviews however, it is not translating into worker satisfaction. We are not anti-digital, only against simple solutions to complex problems. The best way to tackle human problems, is through rediscovering our humanity in the workplace. Mindfulness training is the key to embarking on that journey.