Your organization wants to become more responsive. To this end, the vision & mission have been thoroughly revised, a strategic plan has been developed. In short: the “why”, “how” and “what” have been established. Everything has been shared with the employees, their feedback has been processed and there is wide support. How do you know whether your organization is able to make the plans come true? Where do you start then?
An organization or team can only perform well if a number of conditions are met. The basis is that every individual can come into his or her own. Compare it to a football team: one or two players who do not play in the right position or have an off-day, can destroy the performance of the entire team.
How can you create the conditions that allow employees to come into their own?
If you achieve your full potential, often you are in a state of “flow”. You become so absorbed in your activities that you forget the time. In such a state you feel great and perform best. We have all experienced that at one time or another. The concept of “flow” was invented by the psychologist Mihaly Csikszentmihaly.
He described the characteristics of flow in his book: “Flow: the psychology of optimal experience”. We will not consider all of these characteristics here, because several are the result of a state of flow. For example, the lack of a sense of time or a strong sense of well-being. We focus on the four characteristics that can be influenced: willingness, ability, focus and feedback:
- Are people doing what you want to do? This is about people’s motivation. If the organization’s vision, mission and objectives are aligned with this, people have found a place where they can spend their ambitions and energy well.
- Are people doing what you can do? Does the job fit well with the talents and skills? If people are not challenged enough, they will get bored. When too much is asked of them, they get stressed.
- Can people focus well on their tasks and responsibilities? For some organizations, “death by meeting” or “death by email” applies. Or there is so much uncertainty about the demarcation of responsibilities that people are too busy with each other’s tasks. Constant distraction does not improve the quality of the work or the well-being of employees.
- Continuous feedback is important to keep people engaged and motivated. They need to know how they are doing and how they can improve. This is not about the (semi)annual appraisal: if feedback is continuous and properly applied, it is also a mechanism that improves the quality and spirit in the team.
Get it going
The aforementioned factors help people to get into their flow. The starting point is mapping the position of each employee on them. So there is a clear picture for each team which employees are in the right place or not. The following diagram is a summary example of what such a mapping might look like. Other HR factors could also be included, like in this example the fit with the team or the professional maturity of team members:
A number of things become clear immediately. For the entire team, the feedback must be improved: there is too much orange or red here. The employees do not know enough about how they are doing. On an individual level, a number of other things become clear: Melissa does what she wants to do, but still has a lot to learn (“Can” and “Professional Maturity” are both not good yet). For Brian and Julie the question is whether they fit into the team. Brian has the capabilities (“Can” is green), but does he really want this role? And for Julie, she is doing what she wants, but, at least for now, is lacking skills or capabilities.
From this overview, the team can develop and grow. For example, based on the personal development plans of each employee and a plan for the team, possibly supplemented with a change in team composition. Now, each individual can come into his or her own and alignment is obtained with the whole of the organization.
The next step is to make sure every team is functioning properly. In other words: flow at team level. That’s what next week’s blog will be about.