It is often the case that top performers evaluate their own performance more critically and harshly, whereas those who perform poorly think they are making a fantastic contribution to the company.
Tomas Chamorro-Premuzic, ManpowerGroup, University College London, & Columbia University
Takeaways of Note:
4 common causes of under-performance & how to address them…
1- Poor fit… do homework & vet organization before joining to understand the job in question well & to avoid being surprised
2- Disengagement… 1) find time to be curious & learn; 2) connect with colleagues & nurture the interpersonal aspect of work; 3) tell your boss that you are not engaged
3- Organizational politics… be aware of the politics & partake in them without “selling your soul” (it’s naïve to think your talents speak for themselves – often, the more talented you are, the more enemies you’ll make); best bet may be to change organizations, or at least units
4- Personal circumstances… supportive leaders will want to understand your circumstances and will have a vested interest in helping you deal with them