Why is important to reveal your employees’ potential?
Why is important to reveal your employees' potential?
Are you using the full potential of your company?
If you don`t have a program to release the full potential of your employees may be not and you are missing good opportunities.
What does this mean?
We are used to thinking regarding our employees as a workforce that can perform only the tasks related to their positions, education, and experience. What stays hidden is their potential in different areas. Your employees could be multitalented, having interests and talents in different areas that could actually help your company grow and expand in many areas. The fact that at age of 31 years only 2% of 98% at the age of 4-5 years old people remain creative geniuses means that in 96% of the people their creativity is waiting to be awakened and at least 96% of your employees are sleeping creative geniuses.
This means that if you reveal your employees’ potential and weak up their creativity you will be able to grow and develop your organization in ways you haven`t imagined or considered so far. From your everyday processes to new products or services, new areas, or creating a new market niche that could actually increase your revenue. And as the human potential is infinite you will open the door for infinite opportunities for your company as well.
From where to start?
Your employees are human beings. They have dreams, personal life, and their own life plan and vision that includes their personal and professional life that you have to respect. So before start making plans for your company`s workforce, working positions, and promotions, you have to make sure that the plans of your employees are matching with your plans for them in your company.
How?
Start with an honest coaching session with them. Make sure that during the meeting you will build trust between you and your employees by the following steps:
- The employees should know that whatever they share in the meeting with you will be confidential and they won`t be punished for their words, plans, or vision. Make and do it in real. No judgment, no punishment. The worst thing is to lose the trust of your employees.
- Prepare an internal agreement that protects their information and rights.
- Ask questions to define what are their common goals related to your company:
- What is their lifetime plan regarding their work and career?
- Do they have other areas of interest?
- Do they want to develop their skills in other areas or businesses?
- Do they want to start their own business? Even if the answer is yes this doesn`t mean that the employee won`t work well or perform well. Even the opposite. Those employees will want to gain a good experience, build a legacy and good name that will help them when they start their own business. So it`s not necessarily a bad thing and the good thing is that you will have time to find a new person on time. Ask your employee when he/she plans to start their business and to train the person that will replace them. Again their best interest is to leave a well-trained person at their place.
- In what business area do they want to have their own business?
- Is it related to your business? If it is you can even become partners and expand your activities.
- What do they think of their work in the company?
- What do they think of the environment in the company?
- Do they have any challenges? Don`t be fast to judge them. Often the problem is in the process not in the people. Try to find the real reason that causes the challenges, problems, or delays, if any.
- What causes the challenges, the problems, or the delays at work?
- Are they interested in another scope of work in the company?
- What they would change, add, develop, create or expand in and out of your company? Whether you like the answer or not do not judge the employee. Your main task is to listen, understand your employee and look from their perspective and point of view.
- Why they would the mentioned changes?
- What are their professional dreams?
- What kind of hobbies do they have as children?
- What were their favorite games?
Invest some of your time, the time of your HR team, or the direct manager (depending on the structure of your company) in developing the potential in your employees and you could end up with the best investment you had ever made after the investment in you and your company.
If you don`t have time you can join the company`s Business coaching programs or contact the responsible coach Svetla Staykova.
