This topic should be anything new, and yet so many businesses fall into old habits and routines. Take time to review this short article and understand that it could make a big difference in your organization.
Get to Know People Before Assigning Them to a Position
It is perfectly understandable that some people appear to have clear traits and characteristics of a specific type of business role. However, a quick judgment can give you false readings. For example, when meeting a person, who is obviously very responsible, articulate, congenial, intelligent and well organized, may seem to be a perfect person for a management position. And for most with these traits you could easily be correct. Unfortunately, some with this personality do not care for the role of being responsible for or managing others. It is just not in their make-up.
Even though there are many personality programs, surveys, etc., which can help to identify or match a person’s personality compared to specific positions, this is not always accurate. Also, too many have become dependent on technology and assessments to do the work of natural conversations. Though it may seem more time consuming, if the employer, manager, or human resources professionals would spend a relaxed session talking “with” individuals and getting to know them, it may become more obvious of what that person may be better suited to do.
One skill that has not been emphasized or encouraged of business professionals is to spend more time “listening” when having exchanges with prospects. The employer still needs to ask certain questions in order to learn specific key points about the candidate, but if allotted time is given for the interviewee (or even existing employee) to share his/her own insight, experiences, and preferences, many bad-fitting placements could be avoided. Furthermore, if the employer or manager listens closely, they might learn how to help this person excel with his/her own passions, interests, or skills.
Another flaw of employers or executives involves not discussing new or additional tasks or responsibilities with an employee BEFORE you automatically assume that they will accept this to their already existing plate of responsibilities. There may be new tasks that need to be assigned, and the employer may believe that one particular employee is best suited for this. Still, the best approach is first to bring this new task to the person you prefer handling this, but also to see if they have an idea of someone who is ready to accept new tasks and wants to grow. Changes will always develop, and most times there are those who want to grow and develop if given the opportunity. Most employees today are encouraged to stay current in business and in regards to their skills. It is easy to turn to certain people and overlooking others with potential. Planning for the future should be a priority.
Employers should be open to new ideas and alternatives, as well as being flexible. A Plan for the future of your business is imperative. Compass Career Management Solutions are Transition Experts. VISIT: www.compasscareer.com. Remember to always “Be Prepared”!