Observations from The Quest for a Human Life: Finding Your Employees' True Potential.
Finding an employee's true potential is like embarking on a quest that positively changes the employee's and company's lives. When companies are on this quest, they must be patient, empathetic, and understanding. This is because the quest for an employee's true potential is not just about finding their strengths and weaknesses. It is also about uncovering their passions and discovering what drives them to work from within.
In this episode of The Critics, The podcast host Vinay Raman and guests panelists Dean Bundschu , Khaled Ghorab and ?? Rich Levene, M. Sc. Leadership-Change ?? shared on the topic: Finding your employees true potential: The quest for a human life. The following was covered in the episode:
A fa?ade of subpar work frequently conceals an employee's true potential. Employees usually do not perform to their full potential since they are not given the opportunity to do so. Individuals become demotivated and disengaged from their work if they are not maximizing their potential. Employee disengagement leads to decreased productivity and high turnover rates in the workplace.
To avoid such situations, companies must ensure their employees have a fantastic experience with the organization. During the episode,?Dean Bundschu?urged to refrain from making employees do things they are not good at. It's best to let them focus on what they excel at and supplement them with team members who can compensate for their shortcomings?so they can enjoy their work experience.
Under employee experience, the concern for work-life balance was addressed. This is because, as much as we try to separate work and life, we show up as the same person in both spaces. In times of stress,?RiCH LEVENE?recommends switching to an abundant mindset where we reframe our thinking from, What can I do to reduce stress? To What can I do to enjoy life more?
To enhance employee experience,?Joshua Kimball?brought up the need to try different approaches for employers other than screaming at employees until objectives are met, which brings down work morale.
Vinay Raman?shared?CAARMO-designed?empathy graphs of employees called Aaron, Nathan, and Jarris. Employee effectiveness in their roles is evaluated in these empathy graphs, and a score is assigned to specified KPIs to provide a visual representation of how the employees appear in their role. On the graph, 100 represents the highest possible score, and 0 illustrates the lowest possible score. The grey parts indicate where they are not being effective in their work and where they need to improve to improve their work performance. The blue areas represent what is effective and operating well.
According to the graph above,?Khaled Ghorab?classified this individual as a B-performer with the potential to become an A-performer. This is due to Aaron's above-average score of 61/100. To bring forth the best in Aaron, his employer must communicate and coordinate their priorities and vision for the organization, as his priority alignment and tech referring scores are below average.?
The graph depicts Nathan's performance in his role. Nathan has a score of 43 out of 100. Nathan, like Aaron, needs help with tech referring in addition to priority and alignment, NPS, and employee experience.?Vinay Raman?observed a significant difference in Aaron's and Nathan's employee experiences at the firm, which he attributes to the organization's culture. From this graph,?RiCH LEVENE?deduced that business leaders must determine the main human attributes vital to them and their company regarding staff retention.
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The final empathy graph that was shared in this episode was on Jarris. Jarris' overall score is 47/100, which is significantly below average, according to the graph. Jarris, like Nathan and Aaron, needs help with tech referring, but, like Nathan, his employee experience could be better. From the graph,?Khaled Ghorab?emphasized the need to reject limits and push past comfort zones to discover our hidden potential.
Finally, encouraging employee growth and development should be a top priority for businesses. It is critical to remember that valuing and appreciating employees is critical for achieving the most significant results. Furthermore, offering coaching and training opportunities, involving employees in decision-making, and encouraging a culture of continuous learning results in a motivated and engaged workforce, which benefits both employees and the company in the long run.
Suppose you want to build a culture like this:?CAARMO?assists pest control businesses in creating better cultures that boost overall productivity, employee retention, and customer satisfaction. Participate in the?CAARMO Leadership Effectiveness Assessment?designed to help you discover your leadership effectiveness and improve your team's productivity.?Book a Call?to begin discovering and exploring your organization's hidden potential.
To get more insights, you can re-watch this full episode of The Critics here: https://www.youtube.com/watch?v=zeV49cYs-fI&t=420s
Hear more from?Vinay Raman?and guest panelists? Dan Beard , Brent James , Pranay Parikh M.D. on May 10 at 2:00 PM EST for the upcoming Critics episode here:?Building self-esteem in employees: How to get started. ?