Employee Performance
Predicting Job Performance
Which is most predictive of on the job performance when considering job applicants or developing a current employee: experience, knowledge, attitude, talent, skills, strengths, weaknesses, length of service or number of jobs?
According to The Gallup Organization’s research, led by Marcus Buckingham and presented in Now Discover Your Strenghts, talent is the most predictive of on the job performance.
There are many compelling reasons revealed in the research, but one of them sums it up best. When we work in an area where we have raw talent/gifting, a chemical reaction actually takes place that rewards us for using these talents. It’s as if the body is saying, “yeah, you’re good at that - do that again.”
Use these insights to improve your hiring, employee performance and organizational results.
The Wrong People Can’t Be Motivated to Do the Right Thing
It’s true. The wrong people can’t be motivated to do the right thing, according to Jim Collins, author of Good to Great and the newly released How The Mighty Fall.
How woud the performance of your organization be different if you didn’t have to spend time trying to motivate the wrong people to do the right thing? The “right” people for your organization don’t have to be motivated to do the right thing. They just do it.
So here’s the challenge. What percent of your employees are the “right” employees for your organization? And, what are you going to do to improve the odds of selecting the “right” employees for your organization?
Several free resources are available here on our blog and our website. If you want to discuss your unique challenges, contact us for a no-cost, no-obligation discussion of your business challenges. We’ll point you to additional resources based on our discussion.
A Generation Y Benefit
No, I’m not suggesting that Generation Y has only one benefit. Nor am I suggesting that Generation Y has a leg up on other generations. In fact, as I am famous for saying, “Where There Are People - There Are Issues.” This truth applies to all generations. And, all generations, with their unique perspective, bring vast talents (and issues) to the marketplace.
However, Generation Y has a unique benefit. Generation Y is called that because of their propensity to ask, “Why?” It can drive managers from prior generations crazy.
Instead of viewing this characteristic as a annoyance, why not capitalize on it? Use Generation Y’s willingness to raise issues, question decisions and move on to better opportunities as an early warning system. If you pay attention to the issues being raised by Generation Y in your workforce, you might be able to detect a looming organizational issue before it takes on a life of its own.
Like a canary in a coal mine, you’ll be able to detect a small issue before it becomes a threat to the organization.
