Employment Myths Busted
In case you haven’t noticed, a lot of what we used to know even two years ago isn’t necessarily true in today’s changed business climate. How many outdated ideas do you have about the employment world? Read each statement in bold to decide if you think it’s true or false before reading the answer below:
Employees always leave managers, not jobs.
Wrong. Employees leave jobs even when they like and respect their manager because the fit between their talents, interests and skills isn’t good enough to give them quality of life on the job. In fact, struggling in a job where you spend Sunday night dreading going to work on Monday morning is a dead giveaway of a poor job fit. All jobs have a unique profile of distinct skills, attitudes and behaviors that are required for best performance, just as people have their own unique profile, too. When a person is matched to a job that requires the combination of behaviors, skills and attitudes that come naturally to them, achieving superior performance isn’t a struggle, it’s a challenge they can win.
Our superior performing employees may secretly be waiting for the economy to open up more jobs, so they can find another job with more money and opportunity than we can offer them right now.
In the present economy with budgets so tight that raises and incentives have been cut almost across the board, employee surveys show that this is absolutely true. But it doesn’t mean you can’t deepen your superior performers’ bond to your company. Savvy employers are investing in professional development that helps them develop talent from within. By doing this, they help current employees improve their performance now, while preparing them for upcoming leadership roles. People understand that budgets are tight right now, but when they see their company’s willingness to develop their skills, they recognize it as a vote of confidence in their potential and their value to the organization. Nothing says “We’ll give you a raise when we can” like investing in an employee’s career development now.
If my company asks me to take an assessment, it must mean they think I’m not good enough to do my job and they want an excuse to fire me.
If you said that nothing could be further from the truth, you’re right. Just as employees are slow to leave a good job right now, employers are realizing that it’s much more cost effective to mine the talent they already have rather than to start from scratch with someone new. Using assessment reports is a strategy that smart companies are using to build bench strength so they are ready when business picks up. If your employer has asked you to take an assessment, congratulations! You’ve been identified as an employee with high potential to become a superior performer or next-generation manager.
Behavioral and values assessments are NOT like personality tests.
If you agree with this statement, you’re right. Behavior and values assessments are statistically validated ways to see what a person’s natural style is for communicating on the job, how they like to manage their workflow, how they respond to a changing work environment, and what aspects of the job can make it deeply satisfying beyond the paycheck. Using assessment reports to identify a person’s strengths is a great way to make sure the company is deploying an employee in the right job to play to their strengths and develop more.
Managing other people to achieve peak performance is only possible if you’re a really accomplished, experienced manager with a long track record of success, or a manager with too much time on your hands.
If you recognized this thought as so outdated that it’s last millennium, you’re right. In the age of research validated job benchmarks and assessments, it’s possible to pinpoint exactly what a person’s workplace strengths and weaknesses are. Smart companies are using the latest technology, available online, to not only generate an assessment they can review with the employee, but to ‘prescribe’ professional development modules that the employee can use anywhere they have access to the internet. Managers can review performance goals and contribute suggestions online, too, without having to micromanage either performance or professional development.
Contact your Remodelers Advantage for help streamlining performance management and improvement on any budget.