Yes, it’s true. For example, when does an employer choose to extend an offer to a job candidate? According to Mark Eppler, it’s when that employer perceives that the value – contribution – they will receive will offset the cost of employment. And when does the employee choose to accept the company’s offer? When he feels the value he expects to receive will meet or exceed what he gives in return.

Here’s an example of how this scenario might play out.

In an interview setting, the whole purpose is to uncover each other’s values. It’s not about beliefs or morals here but it’s about what you have to offer a prospective employer in terms of marketable skills and talents, as well as what the employer has to offer you.

Before your meeting with your prospective employer, you did a personal audit to see what you had to offer. Here’s what you basically believe you have to offer:

• Knowledge

• Education

• Training

• Experience

• Loyalty

• Attitude

• Commitment

• Time

• Integrity

• Enthusiasm

An employer after interviewing you will now be looking over her list to see how her company’s values stack up. Here’s what her company will offer:

• Salary

• Benefits

• Loyalty

• Commitment

• Education program

• Advancement

• Stable employment

• Praise/recognition

• Meaningful work

• Good reputation

• Flextime

• Childcare

The value each party feels it must give up is met or exceeded by what each expects to receive, an employment agreement is possible.

And when you were told that you will get your pay rise upon confirmation and sent to a Development School at Zurich for training, you immediately jumped to accept the offer. You worked hard and believe you have exceeded the job expectations. But nothing happens after. You talked to the boss. She said you were the best but things have not been going well for the company and told you to hang in there for a few more months.

The scales are no longer balance

An employment started out as a marketing transaction with scales in balance. Now the scales are no longer in balance; the employer has removed significant values from its side of the trays. What do you do? If you let things progress as they are, you’ll feel like a fool for giving more than you believe you will receive in return. A bad bargain is emerging, and your choices are simple. You can either quit or do what the vast majority of workers do – bring the scales back in balance by reducing your value until it lines up with perception of equity.

• You used to come in early and work late. Now, you don’t.

• You were very energetic. Now, you feel tired easily.

• You were very contagious in your enthusiasm. Now, still contagious – you complain to everyone.

• You used to exceed your contribution. Now, you contribute less and less.

In your mind you are not under-performing. You are just making sure your company gets what it’s paying for. It’s your perception, but it’s the one that counts.

For employers, learn this new phrase – its all about balancing the scales. Bear in mind, one unhappy employee can leads to a team of unhappy people and ends with an unproductive work force. Of course, employers cannot make everyone happy…

But it’s worthwhile to remember - employment is a marketing transaction between two parties who exchange values in an attempt to get a good bargain.

From the time of hire on, the employee will check the balance daily to see if it’s still a good deal. Good management means making sure employees feel good about their investment – not every six months, but every day.

And finally, look for ways to add value. Everybody wants the thrill of getting a little more than they bargained for. The best employee will be the one pleasantly surprised on occasion by his or her employer.

Source Eppler, Mark Management Blunders, 55-60. Partner Books, 2007