Why will it help me with my people issues?
As Crows Coach Neil Craig said in a recent newspaper story “you don’t loose your knowledge and wisdom but you can lose your energy and enthusiasm.”
How many people do you have working for or with you that may fall into that category? Could they be better suited to another role within your organisation? A chemist who profiled his key employees swapped two of his employees into different positions with immediate positive improvement in enthusiasm and performance. So what is enjoyment theory?
Enjoyment-Performance™ Methodology
Very few behavioural assessments or personality assessments measure work satisfaction even though it is critically important to do so. As a result, assessments are limited in their ability to determine motivation or forecast whether an individual will prosper and stay with the company.
Profiling Solutions utilizes Harrison Assessments’ 20 years of research that has proven that employees who enjoy at least 75% or more of their job are 3 times more likely to succeed than employees who enjoy less than 75% of their job. That makes understanding factors related to work satisfaction vitally important for making the right hiring decisions, motivating employees and retaining top talent.
The Harrison Assessments methodology considers three key issues related to work satisfaction and retention: They are: 1) The degree to which a person’s preferred tasks fit the job, 2) The degree to which a person’s interests fit the job and 3) The degree to which a person’s work environment preferences fit the job.
Enjoyment and Performance are linked because the level of enjoyment that an employee has while performing a particular activity is directly related to the level of their performance relative to that activity. When people enjoy a task, they tend to do it more and get better at it. Good performance creates acknowledgement and/or positive self regard which then causes people to enjoy the task even more.
Profiling Solutions Harrison Assessment predicts performance, work satisfaction and retention. It also enables companies to motivate people and increase their performance by assigning the roles and responsibilities that give them the highest degree of work satisfaction.
Profiling Solutions utilization of Harrison Assessments also enables companies to show their employees that they care about their work satisfaction. This genuine concern will surely evoke a positive response.
However if your employee is not enjoying their role or environment you may have a ticking time bomb that can explode in areas that can catch you off guard. I discussed the following circumstances with a group of business owners the other day and most had never considered this happening to them and the ease with which it could happen.One Business Owner reminded us all that employees do not need access to a computer these days because they have access to the internet on their phones. That business has introduced a mobile phones into lockers while at work policy. To learn how this could happen to you please continue reading below.
We have all had a circumstance where two or more staff members have had “words” in the workplace? Yes? Or had an employee being unhappy about something that has happened in the workplace? And as owners and managers we have addressed the circumstances and calmed the situation? Yes? Then the employee goes home and vents to the spouse what has happened and explains their version of what action has taken place. Normal process to here, right? Here is what happened next.
The spouse then went on facebook and expressed their feelings of unfairness in the way their partner had been treated in the workplace by both the offending staff member and how poorly management in their opinion had handled the situation. This encouraged multiple terse pointed responses from their facebook “friends”.
All of a sudden Management had clients asking them what was going on in their workplace. Why they asked? "We have read on facebook about the incident last week in your workplace and there has been some very un-polite correspondence about it that you may need to address sooner than later! This page isn’t doing your business any good at all."
The business with the mobile phone policy above has 40 + employees and discovered that employees were posting facebook entries during work time via their mobile phones while taking frequent toilet breaks.
What would you do in these circumstances? Do you have policies and procedures in place to cover these circumstances?
Would employee profiling be of value to your enterprise?
Until next time,
Cheers
Mark Bell
