How to develop employee potential in four simple steps

How to develop employee potential in four simple steps

How to develop employee potential in four simple stepsThere has been much talk the last month that job satisfaction among employees is at an all-time low. In the event of an economic upswing, HR professionals speculate that employee turnover will spike. Moreover, there has been speculation around the impact of technological advancements on the labor market and the unavoidable result that many of today’s jobs will become obsolete in the near future.

How should employers and employees address the challenge of a rapidly changing world? And how can employees adapt to an environment in constant flux?

Now it might sound like a utopian and unrealistic proposition, but the first step is for employers to grant their employees the opportunity to become partners in their own work-life arrangement.

To achieve this ideal scenario involves unleashing the true potential of your employees, by giving them the opportunity to do what they love doing. Ultimately, this would address low engagement issues and would get employees to identify untapped potential, allowing them to develop in new areas, where technology instead of being a threat may in fact be a complement to reaching a higher purpose. Now, how would one implement this in practical terms?

Meghan M. Biro in her article “Unleash Your Employees Super Powers”, published on Forbes, presents a process of how to go about maximizing the potential of an employee. Firstly, select five good employees, those who are reliable, committed and deliver on business goals and objectives. Now, ask what percentage of their potential do you think they’re delivering at work: is it 50%, 60% or 70%? Imagine if you could take their performance up a notch or two by giving them the opportunity to do something they enjoy or even love doing. The effect can only be positive.

4 simple steps to unleash employee potential

Biro suggests the following process:

1. Ask what they love about their job and what they dislike about it.
2. See if their body language confirms their engagement level, by looking for signs of excitement in their voice, in their facial expression and general movements.
3. Ask about their career passions and how it relates to their current job and for ideas on how to meet greater career fulfilment.
4. Adapt their job to focus strongly on their interests and remove aspects that could be peripheral or even hinder them from accomplishing their ideal career. The main idea is to get them to define their own job roles.

Certainly, there are always less exciting aspects of a job that need to be done. Nevertheless, the above process is an interesting idea of how to maximize performance levels by uncovering untapped power and potential in your employees. All employers need to do is to give their employees the chance to focus on aspects of their career that they feel passionate about. By doing so, work equals play — employees feel excited about their jobs and look forward to each new day of work. Is it an unrealistic scenario or is it something that some of us have already achieved? Whatever the answer may be, it’s definitely worth a try. Fostering a culture of pursuing your passion can only lead to higher returns.

Biro, Meghan (2014). Unleash Your Employees Super Powers. Forbes. [Online] Available from:
http://www.forbes.com/sites/meghanbiro/2014/02/02/unleash-your-employees-super-powers/ [Accessed on 3 February 2014]