Sharing Ideas, Inspiring Changes

employee motivation

More often than not we hear people complimenting or complaining about an individual or a team at the workplace regarding tasks assigned to them. When an individual performs well, everyone will appreciate the good work while the failure or inability in performing a task will be condemned or not accepted. What we forget is that we all are human and everyone has their own strengths and weaknesses. Failing to understand this will cause you more harm than an individual who is underperforming.

While the recruitment play a huge role in getting the right person in, to perform a job, identifying what the person is capable of and help managers to assign jobs to the right person. An organisation needs an effective team of managers in place to get things done as well. This all comes down to how strong the training and development plan of a particular organisation is.

As an organisation it is always important to be efficient when operating to face the competition. Comprising a set of highly skilled, talented individuals to work for them. A new recruit will never be the top performer as soon as they join. Meanwhile when the new comer is getting used to the new work environment, product, industry and the team, as an organisation you must identify the strength and weaknesses of the particular individual and draw out a plan to build their strengths through training and development.

There is a major part to be played by the managers getting the maximum out of the team members. And effective managers will be able to recognise strengths and weaknesses of each and every individual. Also will figure out unique ways of dealing with some individuals. However an organisation needs have to find ways to develop strengths and make use of these to increase the overall productivity of the business.

Let’s look at how can we develop the strength of employees to fetch better results;

  1. Identify the strength of each individual – Before you do anything it is important to identify the strength of each and every individual. This is a responsibility of the immediate boss and needs to be monitored by the management team.
  1. Let them know about it – Let each employee know about their strengths. Do not assume that they would know. Some individuals may focus on something they are not good at while they miss out on the things they could do a better. Have one to one meetings and discuss about what they think about their core competencies and strengths. Put down a plan together and talk further about possible performance outcomes.
  1. Use each team members’ strength to improve and enhance team performance – Let them know each other’s strengths and to use it to improve the quality of work they do as a team. Ask them to come up with a set of common goals that could be achieved as a team using each individual’s strengths while increasing their own performances.
  1. Organise strength development programs – Simply sending an employee for a training outside would be a waste of money and time invested if the person attending a training which he/she is least interested in. The HR department, team managers with the management team can organise training programs tailor made to their employees. This would be more effective since you would what exactly the requirements are depending on the strength identified.
  1. Delegate work based on employees’ strength – No one wants a project to be a failure, so the best option is not to assign a particular job which he/she is weak in performing.

However the above does not mean that the organisation should favor people who are more talented than others. It is a commonly known fact that everyone has weaknesses. So let’s look at how can we handle weaknesses of employees to derive better results.

The best way to handle with weaknesses is that not trying to fix any of those. Most of the time you need work around it than having a separate plan to improve it or fix it. This does not mean that the organisation should completely ignore ones’ weakness and never help them overcome it. Gradually the managers need to keep them informed on their weaknesses and possible ways to improve on it.

You don’t need to tolerate a bad recruit when they don’t perform well. They might be having strengths but unable to do particular assigned job. In situations like this the manger has to try and uplift the level of work than just not letting him to do whatever because he likes nothing.

Focus on strengths and determine what people are good at, help them improve their strength which in turn will result in employee motivation and loyalty. Whenever possible, assign jobs that they enjoy and have special liking and let them decide on how to do it. Thereby increasing the commitment and effort put in to work will boost the overall productivity of the organisation.
The key is to build on strength than focusing on weaknesses!