Here’s How to Unleash your Employee’s Full Potential

According to a Cascade HR survey, completed by 447 Human Resources professionals, 44% believe that the workforce does not have enough support to thrive. At Cognisess we strive to change this statistic one assessment at a time. To support your organisations journey to full potential we have collated a guide to nurture potential in your employees.

Discover Individual’s Strengths and Weaknesses

Maximum potential can only be unleashed if employees are aware of their abilities and their job performance. People who lack the knowledge to perform well are usually unaware of this. This behaviour leads them to make incorrect decisions, making them unaware they are stunting their potential. Justin Kruger and David Dunning uncovered this in their study titled Unskilled and Unaware of It: How Difficulties in Recognising One’s Own Incompetence Leads to Inflated Self-Assessments.

Cognisess has the tools and data for your employees to reach their potential on one platform. Cognisess Pro’s 120+ cognitive, emotional and base skills assessments will give you an understanding of your employee’s current knowledge and a projection of their future performance. The data will assist in planning your employees next step in fulfilling their potential.

See Cognisess Pro Video for more detail here.

Construct a Psychologically Safe Environment

A two-year study by Google uncovered psychological safety as a trait of a high performing team. Psychological safety refers to a person’s perception of how safe it is to make a mistake. This behaviour is also measurable with Cognisess Pro through our Lens Pro and Team Fit assessments. Our software combines each users openness to experience, emotional intelligence and agreeableness to calculate a psychological safety score.  A person who feels psychologically safe will exercise moderate risk taking, be more creative and confident in unfamiliar situations and tasks – these are all traits that can help an employee reach their full potential. Potential cannot thrive if a person is scared to make a mistake. A manager needs to react appropriately to an error to create a psychologically safe environment for their employees.

Help People to Solve their Problem  – but don’t Resolve it for them

Collaborate with employees when problems arise. Humans feel failure more strongly than success. If an employee thinks they have failed they will counterbalance this with criticism and disengagement, which is a form of workplace – learned helplessness. This will stunt the growth of employees potential. To avoid this do not blame an employee, instead be curious. Adopt a learning mindset to gather the facts of the situation, if a manager presumes they know what the team member is already thinking, they are not ready to approach the conversation. Use neutral language to present their problematic behaviour as an observation, for instance ‘Within the last month you’ve seemed distant and not as motivated to meet your targets’.

Uncover what the underlying problem is together and ask for solutions from them, this allows them to take an active role and become the answer to the problem. The process will show the team member that mistakes may occasionally happen, but they have the ability to solve them without encountering repercussions for it. This mindset eases the individual into focusing on their growth, instead of whether they will lose their job.

In order to improve your technique ask for feedback, not only to enhance your potential but to model to your employees that leaders still need to develop. This increases trust in management. Cognisess Pro’s PeopleSense survey measures a team’s trust in leadership as well as if they believe the company is helping them reach their potential. The opportunity for feedback will give managers the chance to adjust their management style accordingly. Paul Santagata, Head of Industry at Google, uses these questions to conclude a difficult conversation:

  • What worked and what didn’t work in my delivery?
  • How did it feel to hear this message?
  • How could I have presented it more effectively?

Santagata’s team regularly complete surveys on how psychologically safe they feel, with questions such as how confident are you that you won’t receive retaliation or criticism if you admit an error or make a mistake?  Amongst the many features of Cognisess Pro managers are able to send a range of default and custom surveys to their team, utilise this feature to monitor a good level of psychological safety within your team.

It is clear that the modern working environment thrives when its open and safe for employees and managers to express themselves and address shortcomings. The use of People Analytics is becoming essential to support constructive and fact/data driven conversations rather than subjective ones. By having insight and information that is supported by data, the conversation has less chance of feeling personal or critical, increasing the chance of being objective and helpful.

 

Unlock your team’s potential by contacting us today to schedule a demo and a two-week free trial.