Some open doors, some close the deal and some keep the boat afloat
Understanding the strengths and skill sets of your employees and contract partners.
We’ve all heard the old saying, “Don’t force the square peg into the round hole.” Seems obvious, right? Unfortunately, too many times in business we do not apply this basic principle to our growth projections, our company goals or our employees. “Square pegs” happen every time we expect an employee to perform a task which is outside their skill set.
I see this happen all the time in the field of marketing. Too often a company will hire someone for a role in marketing, only to assign duties better left to the sales department. The reality is that marketing and sales are two completely distinct roles, relying on very different and unique skill sets. The creative outside the box thinking that it takes to develop a campaign to drive users to the company website is almost completely opposite of the energy and drive it takes to bang out 50 telephone calls in an afternoon. Expecting an employee to perform in the opposite skill set can be downright torturous!
Hiring managers and business owners can motivate their employees by correctly identifying the needs of the company, creating separate positions for the jobs needed and hiring accordingly. Trying to attract talent will be easier when roles are clearly defined and expectations set. Overall, this produces a much stronger and successful company for the long-term. Employees stay engaged when able to utilize strengths and feel a sense of accomplishment when they are successful in their jobs making use of the talents they have.
Talents are your natural thoughts, feelings and behaviors honed into strengths that over time produce consistently successful outcomes. A good manager can identify the talents of her employees and create opportunities for success in the workplace based on them. Boosting production and efficiency, a great manager allows for worker exploration and collaboration making use of personal assets and knowledge base. The results are a happier employee, a less stressful work environment, and a consistently positive outcome.
In short, for managers, finding the strengths of your employees and taking steps to build them into assets of your organization, and then carefully focusing the employee’s role in activities and responsibilities that engage those strengths will allow for greater company health and a more loyal and dedicated employee. The bottom line – let’s keep the square pegs for use in the square holes!