If we understand that 88% of exceptional companies all have the dual characteristics of great execution and great environment for the employees, it becomes our task to figure out how to do both. As with other forms of employee optimization software, software that focuses on improving the environment of the workplace to make it more desirable requires data. After all, employee culture depends a great deal on the nature of the business they belong to and therefore naturally differs from business to business and department to department and even from one individual to the next.
The task of responding to the needs of your employees as a whole is a difficult one, let alone the needs of the individuals. And yet it doesn't take much in the way of observation to see that people can be vastly different in their perspectives or talents in the workplace. Public accolades and recognition may do fine for most of your employees, but there will likely be a few that would prefer monetary compensation or private expressions of gratitude rather than having their name in lights. You'll notice that some are motivated by group participation and participating to the collective goal while others will be more inclined to perform at their peak based solely on their own interests.
You may have also noticed that they will bring something different to their respectively positions. Some may assist in proceduralizing and regulating their department or work flow to ensure consistency and efficient logistical management. Others will bring a creative or innovative approach to getting the job done that has not been previously considered. Still others will be great at creating a harmonious conflict free environments or be capable of seizing opportunities others don't even recognize to advance the immediate position of the company of their department.
It's easy to view these differences as 'wrong' or 'inappropriate'. Managers will attempt to engage in a pygmalion project wherein they attempt to fashion their employees in their own image, rather than appreciating them for the respective strengths. Not only will you drive employees away by doing this, but you'll miss out on diverse talents that will add richness to your work ecosystem, and at the very least cause your employees to disengage.
But knowing how to respond to, motivate, or use the strengths of others can be an art in an of itself. It is possible, particularly with the aid of employee management software that includes a method for discovering, storing, and using such information to engage and motivate employees to excel all while avoiding the inherent pitfalls.
At the core of such software would be a system of psychological profiling known as temperament theory. Temperament Theory attempts to get at the core of how the brain operates on a level that is inherited. It is at this level that we can understand motivations by looking at the four neuro-chemical profiles that people fit into.
In my next post I'll go over the four Temperaments and how software can be used to identify and manage each group.
The task of responding to the needs of your employees as a whole is a difficult one, let alone the needs of the individuals. And yet it doesn't take much in the way of observation to see that people can be vastly different in their perspectives or talents in the workplace. Public accolades and recognition may do fine for most of your employees, but there will likely be a few that would prefer monetary compensation or private expressions of gratitude rather than having their name in lights. You'll notice that some are motivated by group participation and participating to the collective goal while others will be more inclined to perform at their peak based solely on their own interests.
You may have also noticed that they will bring something different to their respectively positions. Some may assist in proceduralizing and regulating their department or work flow to ensure consistency and efficient logistical management. Others will bring a creative or innovative approach to getting the job done that has not been previously considered. Still others will be great at creating a harmonious conflict free environments or be capable of seizing opportunities others don't even recognize to advance the immediate position of the company of their department.
It's easy to view these differences as 'wrong' or 'inappropriate'. Managers will attempt to engage in a pygmalion project wherein they attempt to fashion their employees in their own image, rather than appreciating them for the respective strengths. Not only will you drive employees away by doing this, but you'll miss out on diverse talents that will add richness to your work ecosystem, and at the very least cause your employees to disengage.
But knowing how to respond to, motivate, or use the strengths of others can be an art in an of itself. It is possible, particularly with the aid of employee management software that includes a method for discovering, storing, and using such information to engage and motivate employees to excel all while avoiding the inherent pitfalls.
At the core of such software would be a system of psychological profiling known as temperament theory. Temperament Theory attempts to get at the core of how the brain operates on a level that is inherited. It is at this level that we can understand motivations by looking at the four neuro-chemical profiles that people fit into.
In my next post I'll go over the four Temperaments and how software can be used to identify and manage each group.
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