With the great competitiveness in the corporate market, even before hiring a professional to integrate their team, companies should follow some criteria so that hiring does not turn into a sum of misconceptions that may lead to damage with some employee profiles.
It is essential to have the understanding that professionals with an inappropriate profile to the environment and needs of the company, instead of contributing, end up disturbing, reducing productivity and harming the team. Based on this, we have listed below some of the professional profiles existing on the market and how managers can act according to each profile.
Competent but accommodated
Generally, this professional has been working for a few years, is competent to perform their activities, but it is hardly suggested new ideas. In addition, this type tends to be resistant to change and does not seek to update. For the leader, this professional is not a problem, depending on the function he performs in the company. It is possible to reverse this picture by offering benefits, such as scholarships or courses, that can also encourage the employee to leave their comfort zone and seek alternatives to professionalize and improve their results.
Unfortunate professional
This is the professional who brings the most problems for the organization, as the lack of motivation impairs the employee's performance and may even contaminate colleagues. Bronches and threats are not the best way, on the contrary, it can make the dissatisfaction picture even worse. The tip is to have a conversation with this professional and to ask frankly the reasons for being unhappy and how the company could help you solve this problem if possible.
Proactive and enthusiastic
These characteristics are well regarded, but the exaggeration of the professional can make him inconvenient. There are still situations where the person always suggests new ideas, but almost never they are pertinent. Given this, the leader should make the employee understand that, before suggesting something, it is necessary to assess whether there is the possibility of the idea becoming concrete and being developed.
Motivated proactive, with common sense
In this case, the manager's challenge is to retain the professional so that they stay in the company, remembering that people who have this profile are disputed by competing companies. The leader must keep this person through promotion, salary and bonus increase, as well as attribute responsibilities and reward for the results. It is essential that the employee feels valued by the company, so that they can perform their activities by exploring all their potential.
Ambitious
The employee who wants to grow in the company and for this tries to improve their results, must be seen as beneficial to the company. However, those who use inetic methods to climb higher positions in hierarchy are dangerous and should be repressed, because in important positions for example, they can cause conflicts with other good employees who are below it in their hierarchy, causing damage to the company seeking individual benefit.
How to know the profile of each professional?
To know a person's profile, even before hiring it, there are several modes, one of them even at the time of the interview, using specific questions about work or even with psychological assessments during training, for example.
Psychological evaluation is a procedure that aims to evaluate, in the sense of analyzing, understanding and clarifying the dynamics of the representative psychological processes of an individual. The main objective is to know the potential of each person, their individual skills and, for this, the psychological test is still the best instrument, because, in addition to resulting in reliable data, since their psychometric characteristics are scientifically proven, it allows the psychologist to have a total view of the person and can define what their most advantageous skills or characteristics, and also those in which they would need to invest a little more.
In a selection process, such information allows the psychologist to indicate more safely people for specific positions and guide leadership on how to deal with their employees and what effectively invest for greater development and better results. Similarly, in training and development, a psychological assessment brings sufficient subsidies for a program to be referred by considering the individual and group specificities and may even generate a redirect of the strategies adopted.
By performing this type of test and evaluation it is possible to know which professional adapts most to your company. In times of crisis this can be the main goal of companies, seeking to find professionals who are really engaged with work, who can present short -term results and are a differential within the corporate environment.
But often getting a professional with these requirements is difficult.
The employee who is not motivated, ends up losing his desire to contribute to the company. When this occurs much of your working time is wasted.
As an example, we have the professionals who stay all day on the internet in personal activities , accessing social networks and messaging applications, without doing any work -related activity.
As managers are not always able to monitor the activities of the team, in many cases employees end up using the internet for personal use.
Situations like this become a problem both for the employee, who may miss opportunities for not being able to behave as a committed professional who generates results, and for the employer, who ends up investing time and money in employees who are not adding to the company.
So how to proceed with improper use of the internet and smartphones at work?
Although the company has the right to become aware of activities in the workplace, there are delicate issues involved in this matter. Monitoring may bump into the constitutional law of privacy and confidentiality of correspondence. It is necessary to inform employees the existence of monitoring tools, also establishing clear use limits, based on rights and duties. Therefore, the rules should always be visible for employees to know that they are being monitored in the use of the internet and in their environment, if there are filming cameras for example.
Thus, when discovering the misuse of the internet or equipment within the company, it is up to the manager to common sense to prevent misconduct from repeating and for this, it is not enough to punish, it is recommended, at first, an objective and punctual contact with the employee to discuss the occurrence and eventual warning.
Management and control of the company's internet access
One of the solutions, if your company is undergoing a situation like the ones mentioned above, is to implement a company of internet access management and control, and then monitor and supervise your team more accurately, to know who is really focused on adding to the company and differentiating from those who are only taking up space and consuming resources in the corporate environment.
The company must also make available to its employees, a document on the policy of the use of the internet in the company , to inform and informed employees about the internet use policy in the company's work environment, to ensure the proper use of the Internet and technology resources by the employee.
Inadequate use of the internet can have a significant impact on business and companies, with direct reflection on customers, financial results and may still bring legal problems to corporations.
Likewise, concerns about messages, social networks, games, pornography, and many others, who overload the network and generate waste of time during work, are legitimate.
If your company has this concern about the waste of the team and the misuse of the internet by employees, Lumiun Box can help your company solve this problem. In addition to protecting your network against harmful threats and websites, you can control what each employee accesses on the internet and having detailed reports about network use, all simply, practical and accessible. Learn more about the tool requesting a system demonstration or contact one of our consultants .
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