Make good employees good managers
8 characteristics that will help you recognize your best employees
Almost everyone knows what a good employee is: They are reliable, work hard, have leadership qualities and are a team player. But there is a difference between good and exceptionally good employees. Here are eight signs of an above average employee that will certainly not show up on your performance report.
What is special about these skills: They not only influence the performance of the employee, but also the performance of all other employees. That in turn has an impact on your bottom line.
With Personio you can measure the performance of your employees, e.g. B. through individually defined target agreements. Find out more here.
1. They get things done even if they are not part of their job descriptions
In smaller companies in particular, it is important that employees work independently, independently set priorities and approach tasks proactively - regardless of whether it is part of their job description or not. An exceptional employee does not dwell on sensitivities, job titles or rankings. If he notices that there is a problem, he immediately jumps into the breach and looks for solutions. Even if that is not actually part of his job.
2. Weird, but especially good
They can be eccentric, provocative, or almost rude. But everything, in a thoroughly positive sense. Because: If you want exceptionally good results, you need extraordinary measures. They can only rarely be achieved with mediocre employees. Because the job is usually about more than just doing routine tasks. Exceptional people help to rethink standardized processes, to provide new inspiration, sometimes to enter new territory and to redefine the status quo. This is usually not only fun, but also helps to remain flexible and to break self-imposed limits again and again.
Template: Recognize top performers faster
Which employee has surpassed themselves in the last few months? This performance appraisal sheet will help you to better assess the performance of your employees.
3. They know when to take back
Special characters are an asset to any company. But: You should know when it is good to be exceptional and when it makes sense to integrate yourself into the team and not appear as an individual. If there are major tasks to be done, it is important that individual employees do not put themselves in the foreground, but that the group tackles it holistically. An exceptionally good employee knows exactly when to be eccentric and when it is better to act compliant.
4. You price other employees
Every employee thinks it is good to be praised by the boss. But price is even more important when it comes from a colleague. In the best case, from someone you look up to. Praising others and thus placing them in the foreground shows a lot of selflessness and shows that the strengths and actions of colleagues are seen and, above all, recognized. Plus: Praise motivates the other employees to work on themselves.
5. You know how and when to address sensitive topics
In order to promote an open working atmosphere and maintain communication, it is important that things can be freely addressed. However, some things should then be addressed in private. Good employees often tend to address problems in large groups because they feel they are in the right position and thus make their mark. The difference to exceptionally good employees: They prefer to address sensitive topics in more intimate situations, for example before or after meetings, because they know that explosive topics can quickly unsettle other employees.
1 in 5 highly committed employees is at risk of burnout
High levels of engagement can be associated with high levels of stress. In the worst case, this has negative consequences such as burnout. Emma Seppala of Stanford University reveals how to avoid this in the Harvard Business Review. You can find the article here.
Increase employee performance
All you need is an ongoing performance process with regular discussions. Because only then is an individual development possible. Personio helps you manage this process.
6. You question the status quo
They exist, the employees, who are very shy. Both in large groups and in individual discussions, they do not dare to ask important questions or to express themselves. An exceptionally good employee will always have the courage to ask questions, to question things, not only for themselves but also for others. He has a feeling for when others are worried but don't dare to speak up. Therefore, he will often stand up for them, openly address concerns and questions for them and thus act as a spokesman for the group.
7. You have the ambition to prove it to everyone
Of course, training, talent and intelligence are basic requirements for a good employee. A very good employee also brings a high level of self-motivation. Such drive often stems from the fact that they want to prove the opposite to those around them who doubt them. This particular drive is worth its weight in gold, because it will spur the employee on to their performance limits and sometimes even beyond. Exceptionally good employees are driven by a deeper purpose than just wanting to do a good job.
8. You hate standing still
A good employee is expected to follow structures and instructions. Exceptionally good employees will question, rethink and redesign these structures and instructions. Because: You are difficult to satisfy. This is a good thing, because it is precisely these employees who will repeatedly start with processes and innovate and improve them. Not because it is required of them, but because it is in their nature not to accept standstill, but to always want to go further and get better and better.
This is how you keep top performers in your company for the long term.
The next time you hire people, make sure to keep these eight points in mind, as these are the skills that will make your business a success. Everyone is good - only some are exceptional.
In order to employ and promote employees according to their characteristics, you should document individual performance and goals.
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