Realizing the Value People Bring to Your Organization: The Importance of Developing Your People

#humanresources #management #culture #performancec

In the daily grind of running an organization, it’s easy to forget the most critical element: your people. Every team member was hired because they brought something unique and valuable to the table. Yet, when performance slips, it’s important to resist the urge to immediately attribute it to laziness or incompetence. As people leaders, we need to take a moment to dig deeper and understand the real reasons behind the change. Diminished performance levels are costly, but not having a role filled isn't inexpensive either.

A vacant position in your company can be costly in more ways than one. For example, according to Staff Management, unfilled roles can lead to lost productivity, decreased team morale, and delays in project deadlines. Similarly, 4 Corner Resources highlights that the cost of vacancy for a revenue-generating position can be calculated by estimating the daily revenue generated by the role and multiplying it by the number of days the position remains unfilled. This lost revenue can be substantial, especially for high-impact roles. Additionally, a report from Built In provides a detailed formula to calculate the cost of vacancy, including lost revenue, payroll savings, and the specific impact of the role on the company’s operations.

You Hired Them for a Reason

Hiring is an investment of time, money, and resources. The decision to bring someone on board is based on their skills, potential, and the value they can add to your organization. This initial belief in their potential should not waver at the first sign of trouble. Reflect on the qualities and competencies that made you choose them in the first place. This perspective shift can help you approach performance issues with a mindset focused on growth and support rather than blame.

Case Study 1: Google’s Project Oxygen Google embarked on Project Oxygen to identify the traits of successful managers within their organization. The research revealed that technical expertise was less critical than expected, while soft skills like coaching, empowerment, and empathy were paramount. By focusing on these traits, Google developed training programs that enhanced these skills among their managers, leading to improved team performance and employee satisfaction. This highlights the importance of recognizing the inherent value in employees and developing their potential through targeted support and training.

Understanding the Reasons Behind Performance Slips

Performance declines are often a symptom of deeper issues. According to Gallup’s State of the Global Workplace report, a significant portion of the workforce is disengaged. This disengagement can result from various factors, such as misalignment with job roles, lack of recognition, or personal issues. Exploring these underlying causes is essential rather than jumping to conclusions when performance slips.

Dig Deeper: Is Everything Okay?

Considering their well-being before concluding that an employee is underperforming due to a lack of effort. Are they experiencing personal challenges that might be affecting their work? According to the Harvard Business Review, employees who feel their employer cares about their well-being are significantly more engaged. Simple acts of empathy and support can go a long way in helping an employee navigate tough times and regain their performance levels.

Case Study 2: Microsoft’s Employee Experience Initiative Microsoft implemented an employee experience initiative that focused on improving work-life balance, mental health support, and career development opportunities. By addressing these areas, Microsoft saw a notable increase in employee engagement and productivity. This underscores the impact of holistic employee support on performance and engagement.

Assessing Role Fit: Have They Outgrown Their Role?

As people grow professionally, their roles need to evolve accordingly. An employee who was a perfect fit for a role a few years ago might find it less challenging now. This mismatch can lead to disengagement and decreased performance. A study in the Journal of Vocational Behavior highlights that job satisfaction and performance are closely linked to aligning an individual’s strengths with their job role. Regularly assessing and adjusting roles to fit evolving skills and career aspirations can keep employees motivated and productive.

Identifying Hidden Skills and Traits

Your team members likely possess a range of skills and interests that go beyond their current job descriptions. Encouraging employees to share these can uncover new ways they can contribute. For instance, an employee hired for their analytical skills might also have a talent for creative problem-solving that could benefit your team. According to Deloitte, organizations that align with their employees’ passions see higher levels of innovation and retention. This alignment can be achieved by fostering an environment where employees feel comfortable sharing their broader skill sets.

Case Study 3: 3M’s 15% Rule 3M’s 15% Rule allows employees to spend 15% of their work time on projects of their choosing. This policy has led to numerous innovations, including the creation of Post-it Notes. By recognizing and leveraging their employees' diverse skills and interests, 3M has fostered a culture of creativity and innovation. Simply put, allowing employees to explore their interests can lead to significant organizational benefits.

The Importance of New Challenges

When employees feel their skills are underutilized, their engagement drops. Providing new challenges can rekindle their passion and drive. SHRM’s research indicates that opportunities for career development are a top factor in job satisfaction. This doesn’t necessarily mean a promotion; it could be a new project, a chance to lead a team, or cross-training in a different department. These opportunities benefit the employee and enhance your team’s overall capability.

Creating a Culture of Growth and Support

A culture that emphasizes growth and support is vital for long-term success. This culture involves regular check-ins, open communication, and a willingness to adapt roles based on evolving skills and interests. According to Gallup, organizations that foster a supportive culture see higher levels of employee engagement. Encouraging open dialogue about career aspirations and providing the necessary resources for development can lead to a more motivated and productive workforce.

Conclusion: Recognize, Support, and Develop

Recognizing the value your employees bring is a continuous process. It involves understanding their needs, providing support, and fostering their growth. When performance issues arise, investigate their reasons and offer the necessary support. Assess whether they have outgrown their roles and explore other skills they might possess. Offering new challenges can keep them engaged and motivated.

Your employees are your greatest asset. You can unlock their full potential and drive your organization's success by fostering a culture of growth, support, and continuous development. Remember, you hired them for a reason—never lose sight of that belief.

References:

1. Gallup. (2021). State of the Global Workplace Report.
2. Harvard Business Review. (2020). The Caring Leader: How to Bring the Best out of Your Team.
3. Journal of Vocational Behavior. (2018). Job Fit and Performance.
4. Deloitte. (2019). Purpose-driven Organizations: The Path to Employee Engagement and Innovation.
5. Society for Human Resource Management (SHRM). (2020). Employee Job Satisfaction and Engagement Report.