Not Learning Someone’s True Needs Can Lead To Their Energy Being Sapped

To those in charge of hiring, leading, and developing new talent in his or her organization, make sure you’re cognizant of all your new hire’s needs.

There are the tools, resources, and guidance that new hires need, but there is another component that is equally, if not more, important than any of that aforementioned assistance.

It is reconciling the position and duties to that person’s energy. Yes, energy. “Energy” here means their drive, goals, and ambition.

Hard skills and soft skills, as we know and as have been mentioned in other posts here, are very important. Hard skills are the technical skill and experience that are needed to complete the bulk of the work in the position. The soft skills are the other methods by which the employee drives their productivity, organizes and conveys themselves, and functions within the organization. So beyond these to two sets of skills is Energy.

Let’s assume for the sake of this post that you have found someone who has the right combination of both hard and soft skills for your organization.  As part of your initial onboarding and ongoing development, you have to assess and reassess the person’s energy.  What is it they want to accomplish? What are their goals? What will it take for them to be fulfilled?  Monetary compensation is not necessarily enough for everyone.  You can pay someone a competitive salary, but that won’t buy satisfaction if that person feels as if their inner skills and ability are not being tapped into.

Just because a person does a great job and has gotten great reviews doesn’t necessarily mean that that person is happy with where they are.

“Necessarily” is mentioned here because not all people have the same level of energy. Some might come to work for a paycheck and be completely satisfied with that. They don’t need any other fulfillment or accomplishments. Then you might have an employee on the other side of the spectrum who seeks fulfillment in their work. They want to feel as if they are contributing value.  There are these two extremes and various combinations of both in between them.

So be sure to determine who it is you have in front of you and try to figure out what that person has in terms of goals.

There is nothing worse than someone who feels as if they have this energy, drive, and ambition inside to be better–to grow, develop and evolve–but the job they are in does not allow them to reflect that or demonstrate their true abilities.

Don’t let them spin their wheels. You need to ask the questions, figure out where they want to go, and then develop a plan together as to what they can contribute that both allows them to channel their inner professional desire while achieving the goals and deliverables that your organization requires and needs.

So…What About You?

  • How have you customized the job you had someone in to that person’s energy, ambition, and drive in any way?
  • Did you ask them specifically how they felt they could contribute their abilities you might not have been aware of to the job to improve the duties?
  • Have you been approached by an employee in this type of scenario–offering various skills that weren’t utilized in the traditional duties of the job? How did it work out?

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