Workplace People Often Ask Themselves: "What Can I Do To Make People Discover My Potential &#34?"

People in the workplace often ask themselves: "what can I do to make others discover my potential?" there are many motives behind this question.

Sometimes employees only need the recognition of others' importance to their work.

Some are because employees are interested in entering management.

But on the other hand, they get such feedback: "do well, keep on doing it", but at the same time, others are promoted to a higher position than themselves.

In order to find out what factors make a person an excellent employee, we collected 50286 360 degrees of 4158 employees in the past 5 years.

On this basis, we compare the results of the so-called "well done" employees (ranking around 40%~70%) with those of the "best" employees (over 90%).

We found that the first surprise to us is the contrast of efficiency between them. The best employees are often more efficient than the rest of the 89% employees.

Well, what good qualities distinguish best employees from ordinary employees? We rank the following factors in the following sections, starting with the most important ones:

I. high goals, high demands

This is the most important and effective way to separate employees from ordinary employees.

The best employees will set and achieve a high goal. Usually, ordinary employees feel that such goals are "impossible".

At the same time, they will also encourage others to get good grades.

However, when we let the testers choose the four most important skills they consider to be employees, only less than 1/10 choose "to have lofty goals".

So, although setting a high goal is not something that has to be done, it can really distinguish the best and ordinary employees.

Employees who are slightly less efficient are often referred to as sandbags.

The "sandbag man" believes that the best working condition and the fastest way to accomplish the task is to get more tasks and finally to make it impossible for them to bear.

So they deliberately hide their strength to prevent their bosses from going to their desk.

The problem is not only on the "sandbags" themselves, but also those who do not want to reward employees with extra efforts.

Two. Good at cooperation

When we throw this question: "which quality is most important to an employee?" the first thing people mentioned is always "problem solving ability", followed by "professional knowledge reserve".

It seems that these qualities are widely recognized both for the best employees and for ordinary employees.

When it comes to third important qualities, it is indeed "able to participate and strengthen teamwork" that can really distinguish employees from high and low.

Many employees prefer to work independently.

Many of them believe that independent work can highlight their efforts.

They may think that work is like learning in school, with good results and strong proof.

If they really want to, what is the significance of organization or company existence? Teamwork is much more successful than personal solo.

Three. Be a good representative of a team.

The best employees often represent the Department better in cross departmental communication within the company.

If you want to stand out, be courageous and take on more foreign affairs. When other departments mention your department, the first thing you think about is looking for you.

In this way, you will get more appreciation, more opportunities to meet more people, and valuable learning opportunities.

Four, welcome change rather than conflict.

One of our clients described her job as a "middle class leader" who was inconsistent and afraid of change.

Of course, for anyone, change is very difficult.

But change is crucial to the survival of the company.

The best employees can adapt to change quickly, either tactically or tactically.

Five, take the initiative

Usually, employees are easily restricted by the current position and stay in the position of "being asked to do something".

The best employees are different, they will cultivate their habit of taking the initiative to win the task.

Think about the projects in your company. Do you have any colleagues who are involved in every aspect? It doesn't mean that you just do what you have on your own initiative.

Six, keep your promise.

Many people can easily say one thing and do one thing, and blame it on forgetfulness.

However, we can not flatter this and prefer to regard it as an act of dishonesty.

If you commit something, unless you really have an event beyond control, you must be able to do so.

The best employees are generally very cautious at this point and avoid being a set of models, thus becoming an excellent moral model for other employees.

Remember the 4158 employees involved in the survey at the beginning of the article?

And the best employees often contribute more than ordinary employees promise.

Seven. Good judgement.

When there is doubt about the technical or decision-making feasibility, the best employees will do a detailed study of it instead of talking freely according to past experience.

The decision making process only accounts for a very small part of the group work, but the consequences of this decision may be irretrievable.

The best employees will have an open mind to consider all solutions and carefully weigh the impact of success or failure on what will happen to them.

Eight, know how to compromise.

No one is always right. Every one of us will experience disappointment, failure and consequences.

After making a mistake, the best employee will find the problem in time and continue to work hard.

They do not blame others for their mistakes, nor do they care about external neglect or hurtful comments.

They know that to destroy their reputation is not to make mistakes themselves, but to make mistakes and not learn from them.

Nine, give honest feedback.

I did a lot of help or helped, and the best employees were able to put forward constructive suggestions and not easily be distorted.

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We tend to believe that giving feedback is the responsibility of leaders, which is understandable.

It is precisely because feedback is not part of the ordinary staff, so employees will be different.

Even if colleagues' comments are not perfect, they are invaluable, because no one will expect colleagues to comment.

As long as it is well intentioned, no matter how to suggest how to cut into the problem, or gently point out what colleagues neglect, it is still in the tasks of colleagues.