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What would you say you do here?

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What would you say you do here?

As Heraclitus once said, “change is the only constant in life”. In order to evolve and sustain our existence, we must adapt.  This statement stands true for countless companies that are in the midst of constant technological advancements.

In order for an organization to understand its opportunities and threats, the leaders of a company needs to review its current strategy and identify its strengths and weaknesses. By establishing a strong view from various specs, there should be a direct line from high level strategy straight down to the people who run the day to day activities. These are the activities that help implement the companies’ objectives that will support the overall business goals.

In a world full of computers, routers, applications, and automation, it can be easy to forget the human factor.  If a company does not have the appropriate resources in the right positions, then the rate of failure is far greater. For instance, John F. Binning and Anthony J. Adorno of the Human Resource Group would reveal that 50-60% of turnover can be reduced through the right job fit [1]. With this drastic reduction, the company can focus on the direction of the organization rather than recruiting new resources and the constant training of new employees.

In a recent webinar, MEGA presented the value of having the right skills and competencies and how it leads to results. By having the best fit resources, IT leaders can transform businesses and help lead to successful execution of your future goals.

Finding the right skills and competencies.jpg

Before a company can view if an individual has potential for growth and success in the current position, the employee themselves must understand exactly what it is that they do. From an employee in the IT field’s perspective, they may find it difficult to answer the question, “What would you say you do here?” Realistically, it’s hard being that mom or dad at their kid’s career day trying to describe how they change and drive strategic consistency in an organization through being aware of technology trends and being on the successful side of technology disruption. There’s no way they want to follow the firefighter or chef parent with that.

IT leaders should clearly state what each person’s role is and support their team by properly communicating this information. And by assisting them in defining their role, you can further assess the success rate the employee will have in this position. This will allow the company to properly prepare for change and opportunity with the right people in the right positions on board.

Below are four simple ways to ensure you have the right human capital:

  • Keep it simple. Sometimes, being in the technical industry, we get so detailed and granular when communicating that we may as well be speaking another language. And between BPMN, UML, JAVA, etc., we basically are. Help evolve your employees’ dialect so there is a common and constant business language that is understood by all sectors of the organization. Verbal communication is crucial for success. Help them keep the lingo simple.
  • Add value to the team. Don’t let them think that “just doing enough” is going to qualify as success. By letting them feel safe in taking calculated risks, you can better understand what type of value they contribute to the company. Their true talent may shine through given the right opportunity. Taking those chances and going for a win is how people get ahead. Help your employees get ahead.
  • Don’t make your team members do things they aren’t good at. Now this isn’t an excuse to let them get out of doing an expense report. Or you for that matter! It’s helping them do an analysis on themselves. Help your employees identify their strengths and have them build on those strengths. Allow employees to verbalize their weaknesses and help them to grow from this awareness. Or, help them realize that their current position may not be an ideal fit and this may lead to a difficult road ahead. See where you can go from this.
  • Never Stop Learning. Excite them with this idea. Help them grow into the position or a position you find to be a fit for them. Realistically, with immediate access to online articles from various sources and a strong networking pool, they have the ability to achieve enormous success unlike ever before. Your company is only as strong as its weakest link. Help strengthen those links.

IT jobs are sometimes very difficult to define. But by helping your employees better understand their role; you in turn will better understand your business. Get ahead and turn changes into opportunities by having the right people in the right place at the right time.

[1] The Right Person for the Job, by Pamela Holloway

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MEGA

As Heraclitus once said, “change is the only constant in life”. In order to evolve and sustain our existence, we must adapt.  This statement stands true for countless companies that are in the midst of constant technological advancements.

In order for an organization to understand its opportunities and threats, the leaders of a company needs to review its current strategy and identify its strengths and weaknesses. By establishing a strong view from various specs, there should be a direct line from high level strategy straight down to the people who run the day to day activities. These are the activities that help implement the companies’ objectives that will support the overall business goals.

In a world full of computers, routers, applications, and automation, it can be easy to forget the human factor.  If a company does not have the appropriate resources in the right positions, then the rate of failure is far greater. For instance, John F. Binning and Anthony J. Adorno of the Human Resource Group would reveal that 50-60% of turnover can be reduced through the right job fit [1]. With this drastic reduction, the company can focus on the direction of the organization rather than recruiting new resources and the constant training of new employees.

In a recent webinar, MEGA presented the value of having the right skills and competencies and how it leads to results. By having the best fit resources, IT leaders can transform businesses and help lead to successful execution of your future goals.

Finding the right skills and competencies.jpg

Before a company can view if an individual has potential for growth and success in the current position, the employee themselves must understand exactly what it is that they do. From an employee in the IT field’s perspective, they may find it difficult to answer the question, “What would you say you do here?” Realistically, it’s hard being that mom or dad at their kid’s career day trying to describe how they change and drive strategic consistency in an organization through being aware of technology trends and being on the successful side of technology disruption. There’s no way they want to follow the firefighter or chef parent with that.

IT leaders should clearly state what each person’s role is and support their team by properly communicating this information. And by assisting them in defining their role, you can further assess the success rate the employee will have in this position. This will allow the company to properly prepare for change and opportunity with the right people in the right positions on board.

Below are four simple ways to ensure you have the right human capital:

  • Keep it simple. Sometimes, being in the technical industry, we get so detailed and granular when communicating that we may as well be speaking another language. And between BPMN, UML, JAVA, etc., we basically are. Help evolve your employees’ dialect so there is a common and constant business language that is understood by all sectors of the organization. Verbal communication is crucial for success. Help them keep the lingo simple.
  • Add value to the team. Don’t let them think that “just doing enough” is going to qualify as success. By letting them feel safe in taking calculated risks, you can better understand what type of value they contribute to the company. Their true talent may shine through given the right opportunity. Taking those chances and going for a win is how people get ahead. Help your employees get ahead.
  • Don’t make your team members do things they aren’t good at. Now this isn’t an excuse to let them get out of doing an expense report. Or you for that matter! It’s helping them do an analysis on themselves. Help your employees identify their strengths and have them build on those strengths. Allow employees to verbalize their weaknesses and help them to grow from this awareness. Or, help them realize that their current position may not be an ideal fit and this may lead to a difficult road ahead. See where you can go from this.
  • Never Stop Learning. Excite them with this idea. Help them grow into the position or a position you find to be a fit for them. Realistically, with immediate access to online articles from various sources and a strong networking pool, they have the ability to achieve enormous success unlike ever before. Your company is only as strong as its weakest link. Help strengthen those links.

IT jobs are sometimes very difficult to define. But by helping your employees better understand their role; you in turn will better understand your business. Get ahead and turn changes into opportunities by having the right people in the right place at the right time.

[1] The Right Person for the Job, by Pamela Holloway