The word meritocracy establishes a direct link between ‘’ mereo ’’ (merit) and ‘‘ cracia ’’ (power), so it’s possible to define it as: the power of merit.

In society, the concept of meritocracy is extremely widespread in ideologies, political flags or even as something inapplicable, causing in some situations its real meaning to be lost.

However, in environments where everyone is fully able to compete on an equal footing, meritocracy not only demonstrates its true value but proves the ideal path to success and that is why companies are implementing the so-called ‘business meritocracy’.

Within a correct organization, all employees have the same working conditions: structure, instructions, materials, so the unique merits must be valued so that they can reflect positively on the collective.

But how so?

Meritocracy is part of the company’s organizational culture and is based on the appreciation of each individual that makes up the collective. Therefore, those who best perform their duties, will occupy the best positions, earn the best salaries or have certain ‘courtesies’.

If the individual is strengthened, how is the group?

Think about it, in a place where everyone is committed, delivering good results on time, feeling fulfilled, seeing value at work and being fairly rewarded for it, what happens?

If the answer to the question above is something like: ‘’ everyone is motivated to seek better results and consequently the collective excels ’’, it is perfectly correct.

This is because those who are not at such a high level of work will strive to reach those who are, and so on, successively. That is, the individual nourishes the plural.

Implementing business meritocracy

Meritocracy is not utopia, but it does not mean that implementing it is easy. When disseminating it within the company, it is necessary to be faithful to its roots and under no circumstances make it sound ‘‘ convenient ’. That is, no one has special professional treatment for being a friend, nephew, godson or any degree of kinship and is rewarded for the good work presented.

Another determining point: the implementation of any methodology is the responsibility of management, so it is essential that the information is reaching everyone so that employees can know what and why they should do it.

From this, the factors that foster meritocracy in the company are:

  • Bonuses: offering prizes to the objectives achieved, trips, dinners and even an extra amount in salary, encourages employees to deliver quality tasks, as it generates satisfaction in the work performed;
  • Proximity: it is not about partiality but about opening up to listening and having it, in order to be able to speak. Meetings highlighting advances, frequent feedbacks or even that ‘‘ congratulations ’’ in coffee are enough;
  • Celebration: the professionals who reach their goals need to be praised and at this moment the celebrations must be present. There is no need for large parties, but it is interesting to celebrate in some way, even if it is with a quick meeting and a round of applause at the end;
  • Promotion: obvious! Promoting a committed employee who delivers good numbers and still adds value to the group is essential to give him due credit. A new position is not just about a better salary, it brings prestige and a feeling of a job well done.

Impotence of Meritocracy for a company and how it works

Advantages of meritocracy

Encouraging each member of the group with the purpose of creating a strong collective and thus forming a better company for everyone is already a proven benefit of meritocracy, however, this is the final stage of the process, there are others previously:

Success stories: Grupo Ideal Trends

Some companies are able to think ahead and create their identity through the values ​​they cultivate, carrying out their functions based on them and having success in their areas of expertise, as is the case of the Ideal Trends Group.

The Ideal Trends Group was created by José Paulo Pereira Silva, one of the largest entrepreneurs in the field of technology in Latin America, Master and Doctor in Business Administration and Post-Doctor in International Relations by FCU / USA.

Holder of 21 companies in segments ranging from dentistry to digital marketing, the Ideal Trends Group is today among the main conglomerates in London, expanding rapidly to countries such as the United States, Mexico, Germany, Colombia, Peru and Chile, always having meritocracy with one of the pillars of your culture.

‘’ And why is the Ideal Trends Group mentioned as a success story? ’’

If the subject addressed is meritocracy, there is no way to leave organizational culture aside.

The 10 culture principles of the Ideal Trends Group:

Details on the principles – Grupo Ideal Trends

For Grupo Ideal Trends, business meritocracy is the fuel for people to grow at the pace of their talent and be rewarded accordingly, believing that excellent professionals attract their peers and build an equally exceptional environment.

Believe in meritocracy

It is only unfair when there is no equality among all, otherwise it is an absolutely positive and transformative device for an organization.

Corporate meritocracy is the one who will appoint the competent professionals, avoiding that talents are wasted and people occupy positions that they do not deserve. In short, it drives people and they, the company, being prosperous for everyone.

Meet the channels of the Ideal Trends Group: Website, Facebook, Instagram and Youtube.

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