How to keep your job Cover.indd - Richard Maun

AVE SCORE TABLE
Do you do
this rarely
and/or badly?
LOW
AVE Score
Do you have
good days and
bad days?
MEDIUM
AVE Score
The AVE Concept
Do you work to
a consistently
high standard?
HIGH
AVE Score
PRODUCTIVITY 1 - 2 - 3 - 4 6 - 8 - 10 - 12 14 - 16 - 18 - 20
PEOPLE SKILLS 1 - 2 - 3 - 4 5 - 6 - 8 - 9 10 - 12 - 13 - 15
PUBLIC RELATIONS 1 - 2 - 3 4 - 5 - 7 - 8 9 - 10
The AVE concept invites us to think about what we do, because
we need to imagine that we are being scored every day and, sadly,
the reality of modern working life is that we’re only as good as we
were yesterday. The scales are deliberately weighted to refl ect the
fact that Productivity tends to carry more value than the other
two factors and that an organisation will tend to tolerate someone
who is a great performer and a bit grumpy, over someone who is
a dazzling person to be with and yet constantly produces rubbish.
People Skills are, however, vital and cannot be under-estimated.
They go a long way to shaping people’s opinion about us,
particularly if we have to choose between two average performers
– people will tend to back the one with better people skills and let
go of the one with poorer people skills.
PR also has a bearing on our Added Value Employee status and
comes third after the other two facets. If People Skills are about
how you interact with your colleagues then PR is about who else
knows you exist and knows you have skill and talent. People can
score low on this scale and still keep their job, but I’ve noticed time
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