After an awkward silence, Helena said, “I’ll go.” Since Helena was an excellent performer who was respected by all, many nodded their agreement.
After returning from the meeting, Helena held informal luncheons and briefed team members on what she had learned. Everyone benefited.
The next year, the company offered the same perk. Jacqueline announced the decision to her team; and after a brief silence, Helena offered, “I don’t mind going again.”
“Thank you for volunteering,” Jacqueline responded. “The meetings are informative and fun. Perhaps we should send someone else this time. Stanford, wouldn’t you like to go to San Diego?”
“Sure,” he replied.
The perk continued as an annual event. In Year Seven, although he was a marginal performer with a whiney attitude, the department sent Randell. Why? Because it was Randell’s turn.
I see too many managers use an “it’s your turn” justification to allocate schedules, trips, accounts, projects, equipment and the like. While the motive is to be fair, the result is: stars are overlooked while marginal producers receive unearned rewards.