Companies are having to produce more with less. For this some of them (unfortunately not all of them) are already investing in the development of its employees.
The problem is that I still see many companies do not know where to start this virtuous process.
What do you think of the following statements?
A person can learn to be competent in almost anything.
The greatest potential for growth of a person is in their weakest points.
Most companies still relies on these two premises, to plan the development of its employees.
For me, I strongly disagree.
Not that these statements are wrong in itself, but when it comes to organizational development, I suggest a different way: to understand and encourage the strengths of your employees.
In an interview with more than 198,000 employees in 7,900 different business units, researchers found that those who used more often their strengths, were 50% more likely to work in an area with lower turnover, 44% more chances to work in a segment with greater customer satisfaction and 38% more likely to act in more productive units.
In short: People playing roles that already use their strengths generate more profit for their employers.
This is when you think, “This is obvious, no? ” No…
According to the same survey, 80% of respondents employees think their strengths are being underutilized by their respective companies. Not hardly.
To get an idea of how this is significant, think about how much it costs to 80% of payroll employees … I imagine that this is not an investment that your organization can afford to lose, right?
But do not despair. If you basically have only 20% of people surrendering everything they can render, this shows that there is a great opportunity in front of …
Imagine if you got up this number to 40% …. Not much, but you’d be doubling the average number of employees who use their strengths every day. And with that, taking advantage of all the positive results I mentioned a few paragraphs above …
And here are some tips on how your company or area can start:
1. Know – really – the strengths of its employees.
Many leaders simply assume that members of their teams are good at something, but very superficially. Explore more individual characteristics and discover, for example, which encourages skills that your area demand.
2. Encourage self
Many people do not know their own strengths (after all, we have never encouraged this). Promote self and listen to what your employees found out about you.
3. Make changes
With all this new knowledge in hand, it’s time to put the right people in the right places. also adapt the way you manage and lead each employee and get even better results (in addition to happier employees).
Develop the strengths of its employees (and capitalize it)
Knowing the strengths of their teams, incentive and conditions for its employees to improve their strengths and lead to even higher levels. Do not forget to measure the results.
Be clear of what qualities are expected of each job function in your company / area (and use a standardized language to communicate them).
If each area leader does not know what strengths employees must have, there is no way to get good results. In addition, it is necessary that the expectations are clear to everyone in the organization, with the least possible room for different interpretations.
4.Tailor your selection process
Your selection process needs to be integrated with the prospect of strengths. Managers need to know what they expect from their new employees, and knowing identify these traits in candidates.
Finally, it is important to remember that you should not ignore the weaknesses of its employees. Give them if there is no other option.
But if your company spends much time and money trying to improve the shortcomings of its employees, something is wrong. At least you’re missing a good opportunity to take advantage of what they have to offer.