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?
...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 the real value employees bring to improve 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 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 that received the biggest raises that year. Even executives avoid annual appraisals since they know appraisals are subjective.
Goals may work for people who are motivated by goals. Goals become burdens when they fail to reflect changes in the industry or organization or when they're 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. Further, measuring expectation achievement is daunting.
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.
As an intrapreneur or entrepreneur, you'll use the Meaningful Competence™ strategy to own and improve your job and career. You'll learn the real value you bring to your current job, and how to increase that value. You'll have content to create the stories needed for resumes and job interviews. You'll know how to communicate your value and make it visible such that you get those career enhancements you seek, such as a new job, a move to a new industry, or better raises.
As an organization implements the Meaningful Competence™ strategy, they partner with their employees to produce value and increase agility. The days of quickly outdated annual goals are replaced with constant clarity of Value-Added Outputs that increase Relevant Business Results. Employees know what brings value, and have tools to learn for themselves how to increase production of Value-Added Outputs. They are free to learn and do what it takes to make the organization agile.
The world was already in upheaval before the 2020 pandemic.
And then many of us were asked to work from home, balancing 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 from new demands, others needed to deal with maintaining or increasing value just to stay alive.
In this new book, Kent Nuttall introduces Meaningful Competence™, a strategy to meet these new trials. How do employees and supervisors build their careers and the careers of those they lead in this ever-changing environment?
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 $19.
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 book being a bit unusual, We're happy to show you a few chapters to let you get the look and the feel of the book. We hope you enjoy the humor included.