{"id":5085,"date":"2026-09-08T07:50:00","date_gmt":"2026-09-08T05:50:00","guid":{"rendered":"https:\/\/bymconsulting.se\/?p=5085"},"modified":"2026-08-05T12:06:45","modified_gmt":"2026-08-05T10:06:45","slug":"prestation-eller-narvaro","status":"publish","type":"post","link":"https:\/\/bymconsulting.se\/en\/prestation-eller-narvaro\/","title":{"rendered":"Performance or presence \u2014 do you actually know who delivers?"},"content":{"rendered":"
\n

In many organizations, visibility is rewarded. Not consciously \u2014 but often systematically. The person who attends the most meetings, speaks the most, and is seen by the manager tends to receive better pay reviews, more interesting assignments, and greater opportunities to advance.<\/p>\n\n\n\n

The person who delivers quietly, consistently, without actively selling themselves \u2014 that person risks being overlooked.<\/p>\n\n\n\n

Why it tends to happen<\/strong><\/p>\n\n\n\n

It is cognitively easier to reward what you see than what you have to actively seek out. Presence is immediate. Performance requires assessment.<\/p>\n\n\n\n

L\u00e4gg d\u00e4rtill att m\u00e5nga organisationer saknar strukturerade s\u00e4tt att m\u00e4ta prestation<\/a>. N\u00e4r det saknas tenderar n\u00e4rvaro att fylla det vakuumet. Det \u00e4r s\u00e4llan ett aktivt val fr\u00e5n n\u00e5gons sida \u2013 men det p\u00e5verkar kulturen \u00e4nd\u00e5.<\/p>\n\n\n\n

What it can cost<\/strong><\/p>\n\n\n\n

In my experience, this is one of the most common reasons self-directed high performers leave. They rarely fight for their pay. They make their own assessment and leave when they realize that visibility is valued more than what they actually achieve.<\/p>\n\n\n\n

It also affects the broader culture. If everyone perceives that visibility is rewarded more than performance, behavior tends to adapt accordingly. People optimize to be seen, not to deliver.<\/p>\n\n\n\n

Some ways to build a fairer system<\/strong><\/p>\n\n\n\n

Define what performance means concretely and measurably for each role. Not generic competencies \u2014 but actual deliverables and results.<\/p>\n\n\n\n

Structure follow-up so that the manager actively seeks information about performance, rather than only receiving what is presented.<\/p>\n\n\n\n

Kalibrera l\u00f6nes\u00e4ttning<\/a> och befordringsbeslut med fler \u00f6gon. En enskild chefs bed\u00f6mning \u00e4r alltid subjektiv till viss del. Flera perspektiv minskar risken f\u00f6r systematiska blinda fl\u00e4ckar.<\/p>\n\n\n\n

If you have thoughts, questions, or simply want to talk something through \u2014 feel free to get in touch. I am happy to have an initial conversation with no agenda.<\/em><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

Right person. Right place. Everything changes.<\/em><\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

In many organizations, visibility gets rewarded rather than performance \u2013 not deliberately, but systematically. On what that costs and how to build a system that reflects real contribution.<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[14,15],"tags":[],"class_list":["post-5085","post","type-post","status-publish","format-standard","hentry","category-hr-struktur","category-ledarskap"],"_links":{"self":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5085","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/comments?post=5085"}],"version-history":[{"count":3,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5085\/revisions"}],"predecessor-version":[{"id":5286,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/posts\/5085\/revisions\/5286"}],"wp:attachment":[{"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/media?parent=5085"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/categories?post=5085"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/bymconsulting.se\/en\/wp-json\/wp\/v2\/tags?post=5085"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}