It's not that these are bad people or lazy workers, they are just doing the wrong job. Maybe they needed the work, or maybe their job function shifted after they were hired.
I'd like to open up this page to global HR pros to get their initial kickback on:
- the importance of getting people in their sweet spots
- how having the wrong person in the wrong job hurts the team, department, product, organization
- what can management do to remedy this
Please comment below. Feel free to include links to your site/blog as well as forwarding to any colleagues you see fit. I'll spin off great comments to other topics of discussion.
Thanks!
I recently wrote about a similar topic. There's nothing worse than reaching your peter principle. I've seen people rise into positions they've not been qualified to do, and they become miserable...and more often than not...lose their jobs.
ReplyDeleteSome people might have great succession plans, individual development plans, but the bottom line is you can't turn a frog into an elephant. Conversely, I'm a proponent of doing what you love, not what you like, what you absolutely love. If you are doing the job you can't live without, you are bound to succeed. Then work becomes fun, and as you say, you can find that "sweet spot."
I'd rather lie on a bed of poisonous nails than ever do a job I hate again.
Having the right people in the right job makes a difference no matter what department or what country. Productivity and team dynamic matters. As far as what management can do to remedy this involves the manager taking a hard look at themselves first, coming up with a plan to improve their own style and team before getting with the team members individually to talk about what the manager can do for them and where their own strengths lie.
ReplyDeleteMost managers don't want to admit that they need their own development plan and quickly blame their teams for the lack of productivity or flow. Secondly, most managers won't sit down with their team members individually giving them control to be autonomous and freely voice their opinion during a regularly scheduled one on one.
These two things together can go a long way to develop your team, provide them with a voice and buy in leading to a better work environment, happier employees who are less likely to look for work elsewhere giving their team their very best.
Jessica
@blogging4jobs
I love your writing style an content, plz post career development articles into the #HireFriday stream.
ReplyDelete