You pay a great deal of attention to ensuring the people you recruit are the best possible fit, both for the role they will be filling and with the culture of the organisation.
Candidates for the role have put equal effort into their CVs, ensuring you are aware of their previous experience and what they can do.
Yet once they have been employed, their CVs are usually relegated to their files, and little attention is paid to the range of talents they have. You would probably be astonished if you were aware of the untapped value that lies within your organisation.
This thought provoking article by Eric J. McNulty first appeared in Strategy+ Business on 16 November 2015.
How to foster workplace passion
“It is important to note that the terms “passion” and “engagement” are often used interchangeably when referring to employee work attitude and effort. However, many experts point out that passion is really the goal because it expresses a long-term, intrinsic motivation to work at a high level.
Engagement, on the other hand, can be shorter-term in nature and often speaks to extrinsic motivators (such as praise, competition, incentives and the like) that push folks who normally assume a passive (or worse) posture to “get into it” for a period of time.
In today’s rapidly changing business environment, companies need passionate workers because such people can drive extreme and sustained performance improvement — more than the one-time performance “bump” that follows a bonus or the implementation of an engagement initiative…”
Read the full article written by Naphtali Hoff, published in Smartbrief on Leadership on 30 June, 2016: http://www.smartbrief.com/original/2016/06/how-foster-workplace-passion