Typical employee strengths & areas for development
Employees bring strengths and weaknesses to the table when joining a company.
Managers work to meld together staff strengths for maximum company efficiency and productivity, while identifying areas for development and improvement. Understanding typical employee strength types can help managers more easily assess employees and allocate appropriate assignments and job tasks.
One typical employee strength is communication. Having communication skills helps employees interact effectively with co-workers, managers, clients and vendors.
Examples of duties involving communication as an employee strength include making business presentations, resolving conflicts with co-workers, pitching new products to clients or explaining payment policy changes to vendors.
If communication represents an area of development for your employees, partner tongue-tied or chatty workers with silver-tongued staff members who can provide tips on improving their skills. Another idea is to appoint challenged employees to head a project with a small team; taking on a leadership role involving only a few other workers can help build skills and confidence.
Another typical employee strength common among successful employees is being hardworking. Employees who are hardworking don't shy away from challenging tasks, which helps them accomplish more and bolsters the company's success. Examples of hardworking employees are those who take on extra assignments, minimise disruptions or wasteful activities in order to get the job done, and look for professional development opportunities in order to constantly improve. If your employees need to develop this skill, ask workers to make a list of professional goals they'd like to meet within a specific time frame and check up on progress individually to ensure accountability. Another idea includes acknowledging or rewarding hardworking employees for their efforts and providing examples of their work ethic, to provide guidelines for slacking workers and inspire motivation.
For some employees, resistance to new responsibilities or ways of doing things could be a development area.
Workers can become accustomed to their routines and company policies; they may resist new ways of doing things, changed expectations for work quality, or shifts in staff hierarchy.
To help transform this weakness into an employee strength, reward employees for taking professional risks by offering incentives for new, creative suggestions to make work processes more efficient or profitable. Refrain from holding predictable, cookie-cutter work meetings; instead, keep things fresh by bringing in guest speakers to stimulate new discussion and ideas.
As technology becomes more integrated with typical workplace processes, some workers may struggle with mastering ever-changing technological innovations.
This could be an area for improvement for workers whose productivity or efficiency would increase after mastering basic technology-related skills including e-mail, fax, social networking and making digital audio-visual presentations. To help employees develop technological strengths, hold training and workshops in basic skills. Provide workers with detailed instructions for completing foundational tasks, so they can troubleshoot when technological snarls arise.