How to make a superhero out of a worker
Konstantin Lashkevich talks about how to create favorable conditions in the company for professional growth of employees, lists the methods that can be used – from setting global goals to the right choice of environment
In any team, in any company there are leaders and their own “lagging behind”. While some employees are positive and lead the company forward, others openly fail to cope with the load and pull the entire department back. Is it possible to turn such a “trailer” into a superhero who will really solve the tasks set, and not seek excuses for what did not work out? Completely: the main thing is to create an appropriate corporate culture.
Before you begin: make an image of “your hero”
You need to start your superhero search with yourself. I believe that everyone should live in a responsible version and understand: “Everything depends on me, 100%. I am responsible for the result. ” In order to work productively on the development of employees, it is important to formulate: what do you want to achieve? What qualities an ideal employee of your company should possess, what habits he has, in what emotional states he is and so on. At the same time, keep in mind that the types of business in which there are truly unique requirements for employees can be counted on the fingers – most likely, someone has already deduced your ideal.
That is why do not be afraid to use templates and universal introductory: high loyalty? Good. Initiative? Fine. Productivity, the desire for self-improvement, a positive way of thinking, the willingness to share experiences – all this may seem banal, but practice shows: it is people with these qualities that work best.
Having finished with universal characteristics, proceed to the features of your company. This work was well shown by Tyler Tervuren on the example of Marvel, which is characterized by great risks (the product may fail after completion of work on it) with high financial motivation. In addition, the studio has very tight deadlines. Accordingly, their “superhero” should be able to take responsibility for their actions, withstand a high pace of work and have an “all or nothing” mindset. This position personally inspires me very much, and I hope it inspires you as well.
It is the “superheroes” who forge the history of Marvel, they become its leaders – this is a cult image for all employees of the company. Take their experience into service: look carefully at the features of work in your company and display the image of a person who fits perfectly into the format. And maybe it turns out that in the process of developing this image you will find something new for your company as a whole. In the end, to be open to the new – transformation, a challenge that not everyone can accept, is an important guarantee of success.
Create a “superhero” appropriate environment
I want to draw your attention to one study. Two years ago, Flex Jobs conducted a survey among 3100 employees of various US companies, which showed that only 7% of people can say that they work at the peak of their productivity in the office. That is, 93% of employees are not able to give their all – and the reason for this is probably in the corporate culture.
One of the main problems: incorrectly formed teams. In a perfectly composed team, people complement each other – the strengths of one employee compensate for the weaknesses of another. In combination with a reasonable distribution and delegation of tasks, this allows to achieve maximum productivity of each employee individually and, as a result, of the entire department as a whole. Use this concept: let every employee do what he does better than everyone else. Not a single superhero takes on what he doesn’t like – and if he does, he’s not good at it.
By the way, it is the load that is inappropriate for the employee’s qualities that is the main obstacle that prevents the middle peasant from becoming a leader in productivity. It may seem to you that people simply do not want to work better – but, as practice shows, most workers tend to become superheroes. They want to be competitive, they want to be positive, and they suffer in the ranks of the laggards. Give them a suitable job and the results will not be long in coming. And do not forget to yourself: always strive for more. Set new levels, reach them and set new ones.
Practice a personal approach to each employee
The importance of motivation can be talked about endlessly. I immediately recall the Starbucks network: it was one of the first companies in the United States to offer part-time employees health insurance, and also invested heavily in their training. Such decisions by Howard Schulz looked insane, but in the end they paid off many times due to the growth of employee loyalty to the company – people began to work more efficiently and more responsibly, profit increased.