Here’s the problem with that: visibility isn't impact.
Longevity doesn't equal adaptability. Being present in the office doesn’t guarantee collaboration, clarity, or curiosity.
Merit today is about who consistently delivers real, tangible outcomes, no matter where they’re located. It's about who simplifies complexity, who helps others navigate uncertainty, and who makes everyone around them better—regardless of whether they're employees, contractors, or even AI tools.
I am amazed at how we still see management as it was framed more than sixty years ago. And I see people moving into positions that they are not ready for or suited for – but they take it as it seems the right thing to do. And then they live with it. I know I have spent hours trying to figure out what others expect from me – and then make my own assumptions. And that is not the way.
But none of this can happen without clarity from leadership. If you want merit to drive your organization forward, you need to explicitly define what you value and why. Your people need to hear, see, and feel exactly what's important. Ambiguity kills merit—clarity unlocks it.
So, here’s the essential question you need to answer right now: “Have you clearly communicated what ‘merit’ looks like in your organization—or are you still hoping your people figure it out on their own?”
Get honest about that, and you'll unlock the kind of merit that drives real performance in today’s workplace. Stay vague, and you'll continue rewarding the wrong behaviors while your best talent quietly walks away.
Ready to start clarifying?
Let’s talk. Find out about how best to measure and promote through merit by touching base with me at michael@workinsights.io.
Do We Even Know How to Measure Merit Anymore?
Here's a tough question:
If I asked your team right now how merit is measured at your organization, would they all give me the same answer?
Be honest—probably not.
The uncomfortable truth is merit can't even exist unless leaders clearly communicate what really matters. And yet, most organizations still assume everyone just "gets it."
Spoiler alert: they don't.
Today’s workplace isn’t what it used to be. Remote and hybrid work, contract roles, freelance talent, and AI reshaping tasks have changed the game completely. But many businesses still measure merit using outdated methods—visibility, seniority, office politics, and who works the longest hours.