Time management is a hot topic today. But let’s look at it from a different angle. Energy from your people is inexhaustible. That is, if you take their motives into account. In a world that may or may not be “new”, products and services are increasingly similar. More than ever, the distinguishing factor will be people. I explain, by way of quip, to entrepreneurs that they “have to maintain their human park well in addition to their machinery”. I am talking about both the low-skilled and the long-skilled.
The match between drivers and required competences
Everyone has certain motives that continue to provide energy. For example, those who are driven by “variety” would be better deployed in this way at work. Because the more variety, the better he will do his job and the more energy he will get from it.
Still, that’s not as easy as it seems. On the one hand, you have to map out people’s motives, but also the competencies required for a position. In other words: find that match for every role in a company. Sometimes that is very subtle. In this way, the person who likes variety also learns the opposite, such as going into details. Maybe he does that very well in his urge to be loyal and work hard, but it costs him or her a lot of energy. And that is not good in the long term.
Tips for looking up the match
A mismatch between what people have in them versus what is expected of them in terms of output often leads to problems. And if they are not discussed, negative pressure will arise on people. How can you get started with this as a manager?
– Regularly ask simple questions such as “What do you like to do today? Why? What mainly costs you energy today?
– Ask how you can help the other person better / differently
And don’t forget … Provide maximum transparancy. And remember to thank or congratulate the other.
