How Employee Strengths Improves Your Organization

860 WordsJul 11, 20164 Pages
How utilizing employee strengths improves your organization We live in a world where classification is king (there are literally hundreds of shades of blue). It’s understandable as it’s the primary way we humans learn about ourselves and the people and things around us. In the workforce, however, clinging on to classifications, like basic job descriptions as if it were dogma from above, can stagger the growth and performance of your company. What’s in a name? Yes, job titles allow people to understand their roles in an organization. It gives them parameters of what is required for them to be successful in their roles. That said, if an employee is performing above average in 75 percent of their role, but failing at the other quarter of their duties, are they a bad employee? It depends on how you look at it, but no, in reality they simply aren’t being utilized efficiently. In an interview with Inc, startup founder Matthew Prince of CloudFlare explained his company’s decision to not give VP titles and here are the key takeaways from their experiment: Roles can easily flip. When you hire Adam, you may expect him to manage Bob. On another project, those roles might need to flip. With limited hierarchy, the best employees for the project can lead that project. The culture promotes achievement. When the best ideas win, that becomes a “get work done” flywheel that ensures egos can’t get in the way. The culture promotes fairness. Titles serve to differentiate, often in an
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