三和一善 | スキルギャップと雇用問題
Solving Your Talent Problems May Not Involve Recruiting
A competitive labor market means
companies must make sure they value and hold onto existing resources.
skills gap. Labour shortage. Great
resignation. Attribute it to your will, but employers everywhere are battling
the talent pipeline like never before, and the end of the disruption is still
looming.
To meet the unique workforce
challenges of 2022 and beyond, the most successful business leaders will focus
on their current workforce and help them upskill, rather than frantically
searching for the perfect talent.
Considering your team may not be where
you need to be right now (though it may be difficult to find top talent who
will hit the mark), with the right leadership approach, you can help your
people get there relatively quickly.
Here are five leadership resolutions
for leading high-growth teams this year.
Valuing personal success
When employees believe that only some
people are successful in your organization and others are not, there is no
incentive to improve their performance. But if they can clearly see which
behaviors you value, it will provide them with a roadmap for gaining your
approval and achieving success.
Think about your employees who are
considered top performers and respected in your company. What basic, replicable
behaviors won them over? Maybe they always come prepared, go out of their way
to help their teammates, and pay great attention to detail. Talk about these
behaviors openly often and make them the center of your attention and praise.
Rather than telling your team members to "be more like Jessica," your
star employees, telling them to "check your work for errors as diligently
as Jessica" is a more effective way to encourage growth.
Clear the path to success from the
start
Everyone asks the same question on their first day on the
job: "How do I fit in here?" If you don't establish behavioral
expectations right away, you'll not only miss the most vulnerable windows, but
you'll also create less-than-ideal new hires. behavior patterns that you must
undo later. Instead, immediately immerse them in your behavioral expectations
by pairing them with your best employees. They should consider your top
performers the norm and want to be like them from day one.
Try creating a "treasure hunt" worksheet that
focuses on the behaviors you value most. Encourage new hires to follow your top
performers, look for these behaviors, and write them down. This motivates the
people they follow to exhibit more successful behaviors than others, giving
newcomers first-hand insight into how to thrive in your organization.
Let everyone get your approval
Great teachers drive classroom dynamics by speaking up
where others have not. They draw their attention to positive choices, and when
they see the tiniest of choices, they basically high-five. As a result,
students began to crave more granular achievements and began to make
incremental improvements, resulting in significant growth.
Likewise, leaders of high-growth teams are constantly
looking for the little things they can identify to counteract limiting thinking
and fuel their employees. Why is it so effective? We can either internalize
blame (blaming ourselves) or externalize blame (blaming our environment or our
boss) when we are underperforming. We can cultivate a fixed mindset of saying,
"No matter what I do, I'm not going to win here", which becomes a
catch-all excuse for not improving, not going the extra mile, not going the
extra mile.
But when a leader's acknowledgment is as simple as
"you wrote a great memo" or "thank you for being on time every
day and I know your whole family is sick", these statements will tell your
employees that they caused your Note that success in the workplace doesn't have
to be a struggle every time. It gives us something to strive for - approval
from the boss - which is a stepping stone to other successes.
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