http://hrdailyadvisor.blr.com/archive/2008/10/10/Epinions_Employee_Motivation_Performance_Appraisal_Morale.aspxWhat a response to our recent story about "the employee who was too good"! Some readers called for a boycott, some lashed out at management, and one lashed out at HR.en-USCommunityServer 2.0 (Debug Build: 60217.2664)http://hrdailyadvisor.blr.com/archive/2008/10/10/Epinions_Employee_Motivation_Performance_Appraisal_Morale.aspx#1152Fri, 10 Oct 2008 14:58:17 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1152NWJerseyMr. Foster's behavior is an uncomfortable example of subservience in the customer service industry. I, for one, would never expect another human being to wait on me with that degree of solicitude simply because I was paying. I find it repugnant and wouldhttp://hrdailyadvisor.blr.com/archive/2008/10/10/Epinions_Employee_Motivation_Performance_Appraisal_Morale.aspx#1154Fri, 10 Oct 2008 15:56:50 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1154Juan Barndollar-StuckmanI too have been confronted by co-workers about my work.  Once I was taken into an office and the co-worker stated that I had set such precedence, that none of the other co-workers would ever be able to catch up to my standard of work.  I lethttp://hrdailyadvisor.blr.com/archive/2008/10/10/Epinions_Employee_Motivation_Performance_Appraisal_Morale.aspx#1156Fri, 10 Oct 2008 16:09:10 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1156Rob SimpsonTo Nathan, who takes the employer's position and asks what we should do when an employee expands his "job description" (although taking the initiative to do more than required does not expand a job description in the least), we should say "bravo"http://hrdailyadvisor.blr.com/archive/2008/10/10/Epinions_Employee_Motivation_Performance_Appraisal_Morale.aspx#1157Sat, 11 Oct 2008 08:22:30 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1157Marija ArmenskiI think we should all forward this article in our companies in order to make them think about he treatment of their employees and how that is linked to the company's overall performance. http://hrdailyadvisor.blr.com/archive/2008/10/10/Epinions_Employee_Motivation_Performance_Appraisal_Morale.aspx#1167Fri, 17 Oct 2008 01:05:13 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1167Khuseman@mpfcak.comAfter reading the story, I actually suggested we publish it in our monthly news letter and ask our employees if they see themselves in Mr. Foster.   NW Jersey said: I believe it would have been in the best interests (better interests) of managementhttp://hrdailyadvisor.blr.com/archive/2008/10/10/Epinions_Employee_Motivation_Performance_Appraisal_Morale.aspx#1223Fri, 02 Jan 2009 19:46:51 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1223Rebecca HunterRemarkable customer service and faith.  HR certainly should have been more involved with his performance and developing a source for him to be a mentor to others and set some training for those who were less motivated.  Some people are justhttp://hrdailyadvisor.blr.com/archive/2008/10/10/Epinions_Employee_Motivation_Performance_Appraisal_Morale.aspx#1225Sat, 03 Jan 2009 07:34:55 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1225Karen CherryMr.Fostor having passion, honesty & intergrity goes a long way in my book.  First  impressions are always important especially when those individuals are on front line and provide a good job that reflects back on the company.  If wehttp://hrdailyadvisor.blr.com/archive/2008/10/10/Epinions_Employee_Motivation_Performance_Appraisal_Morale.aspx#1230Sun, 04 Jan 2009 08:07:46 GMTd41f1d89-8bcd-45c6-82d9-dc5c7ed081a0:1230Sung KimI, myself, have been a version of Mr. Foster.  As a Recruiter, going above and beyond means putting in late hours and weekends to source, identify and interview candidates at all times of the day or night.  At Mercy Medical Center Redding, I