Finally, a strategy that employees can use to enhance their careers and companies can use to increase workforce agility.
Employees want clear expectations, compensation based on their real value, and opportunity for growth in their company and industry.
Employers want and agile workforce of engaged employees who create value for the company that is relevant and measurable.
How are these challenges met in a world of constant change and?
...but skills without strategy does not produce valuable results. Rarely does one learn a new skill and successfully conquer the entire world in front of them. Focusing on skills will not bring lasting value, especially as we constantly need new skills in a constantly changing environment.
A common definition of success is that if you work and train hard enough, you can be the CEO, a division leader, the greatest salesperson, or another great leader or best at something. That's motivating to the top 5 percent of people, but the other 95 percent know they will never reach lofty leadership positions or be the best at something, but they do want to be rewarded for the value they bring.
One company changed the midpoint of their appraisal process to "Exceeds Expectations." Seems no one felt valued when told they only met expectations. That's good—most people want to be considered as better than average, but also frustrating—basing value on comparisons is a poor and demotivating strategy.
The company has limited resources. The company needs a way to know and build the real, measurable value employees bring to improve their personnel decisions and efficiently maximize the production of value for their customers.
Employees will gladly increase their engagement, learn new skills, increase their accountability, and do more if they know what value looks like and are recognized for the value they bring. Without that recognition, they'll merely be employees waiting for specific instructions so they don't run the risk of being punished for their errors.
The only people that like performance appraisals are those receiving the biggest raises that year. Even executives avoid annual appraisal interviews and ratings since they know they are subjective.
Goals may work for people who are motivated by goals. Goals become burdens when they fail to reflect industry or organizational changes or when the goals are set on the wrong targets.
Technology is always the answer, right? Yet migrating current employee evaluation methods to technology solutions only broadcasts the same wrong perceptions more efficiently.
That might work for specific needs lasting a short time. But in the long run, you'll have problems retaining these right people as they find their next right job with someone else.
There's an expectation that supervisors will provide clear expectations. Yet many supervisors don't seem to know their own expectations. Also, we state expectations, but rarely measure achievement.
If a company gives employees more stuff, certainly employees will see the company as concerned about them. Until another company offers more stuff or better stuff. Stuff only supports bidding for talent.
Individuals use the Meaningful Competence™ strategy to become intrapreneurs. As an intrapreneur, you'll use the strategy to determine and provide the real value the organization and your team needs. You'll have the tools to target your improvement and communicate your value to get that next promotion, a new job, or just to make your current job more enjoyable. Using Meaningful Competence™ strategy, you'll eliminate stressful unclear expectations and replace them with Value-Added Outputs. You'll make your value visible to your supervisors and to yourself.
That choice to move from employee to entrepreneur is exciting, yet tough. Your language must change from what you do to the real value you provide. You'll use the Meaningful Competence™ strategy and toolkit to make that change. You'll start by identifying the value you bring and building your value story. Soon, your value story will flow so well that those you work with to build your business, such as marketing and sales, reflect that value story. Using the strategy helps build your business through tools that help you target your current value issues and supporting your continued growth.
Organizations use the Meaningful Competence™ strategy to partner with their employee in producing value and increasing workforce agility. Through the use of Value-Added Outputs, supervisors and subordinates quickly adjust to industry and organizational changes. Employees have a strategy and toolkit to become intrapreneurs, focused on producing value that benefits the organization as well as themselves. Using the strategy and toolkit, supervisors can easily support career growth and provide employees recognition based on the real value each employee brings.
The world was already in upheaval before the 2020 pandemic.
And then the pandemic hit. Many of us were asked to work from home, experiencing a collision of work and life when schools were closed and communities were locked down.
But we were still required to produce this elusive thing called "valued performance" to keep our jobs or obtain new ones to replace those lost.
Supervisors were still under the obligation to lead their teams to produce value for companies that were feeling the effects of the pandemic. Some were asked to produce more products and services to meet new demands,. Others needed to deal with maintaining or increasing value just to stay alive.
In this new VidBook, Kent Nuttall introduces Meaningful Competence™, a strategy to meet these new trials.
As an employee, you're a rare person if you're perfectly satisfied with your last performance appraisal, latest raise, recent evaluation, or other assessment of your value to your company. The tools used today reveal perceived value at best. How do you get your real value recognized? How do you even know your real value in this time of social and economic upheaval?
As a supervisor, you face this issue on the other side. You'll want to know the real value each employee provides to provide them the opportunities, challenges, and compensation that benefits your organization. You can only do that if you and your employees agree on what outputs add value and the metrics showing the value produced.
It's easy to find career advice. It's much more difficult to find relevant career advice that works in times of calm and in times of change. How can you self-identify the actions that will make you more valuable in your current job and in your industry? How do you improve the employee-supervisor relationship to identify what gets in the way of producing more valued outputs and overcome those obstacles?
Career enhancement is the achievement of a career desire. It could be a promotion, or a raise, or a bonus, or a career change. It could also be getting a new job or starting or enlarging your own company. Sometimes it's just getting making your current job more enjoyable. What is the strategy to enhance your career?
You can get started on your journey today for only US$ 19.95.
That means, for a little more than one hour's minimum wage pay you can learn what it will take to maximize your wage and career prospects. We'd call that a bargain.
We completely understand. We like to read a little before We purchase books. And with this VidBook being a bit unusual, We're happy to show you a few chapters to let you experience its look and the feel. We hope you enjoy the humor included.
Copyright © 2020-2021 Torch Solutions Group, LLC - All Rights Reserved.
Meaningful Competence is a trademark of Torch Solutions Group, LLC