Are our company values living through a poster on the wall or from the inside?

Are our employees unleashed to manage their career?

Are they enabled to grow and upskill?

Do we take care of our talents?

Those are some of the many questions that companies ask themselves and will go to great lengths to find the answers. Nonetheless, there are clearly four reasons why employee’s may not reach their potential:

  • Poor fit
  • Disengagement
  • Organizational politic
  • Personal circumstances

These answers direct companies to reskilling their employees to grow. Successful job crafting depends on people understanding themselves well enough to craft a role that works for them. To help, managers first need to understand their skills, potential, and desires. This is where data and assessments can come in.

A few practical tips for successful job crafting:

Firstly, craft challenges to match people’s potential and create the right environment to leverage your people development: Is it joining a project? Becoming a mentor? Following a e-learning course or learning on the job?

A few practical tips for successful job crafting:

Firstly, craft challenges to match people’s potential and create the right environment to leverage your people development: Is it joining a project? Becoming a mentor? Following a e-learning course or learning on the job?

Secondly, implement a 360° feedback solution available for all, at anytime. A common mistake is to use feedback for performance assessment instead of as a real development tool to create a safe space & a feedback culture.

In an economy that has created a bidding war for people with critical skills, one way of reskilling is through mentoring. Organizations that embrace mentoring are rewarded with higher levels of employee engagement, retention, and knowledge sharing.

Successful mentoring happens when best practices are in place for the 3 key ingredients:

In addition to mentoring, currently companies are becoming more team focused and looking to become more agile. In order to have effective agile teams you should:

As organizations become less hierarchical and more agile, the leaders of tomorrow need the right environment to thrive. Classical leadership development programs simply can’t keep up with agile companies. Companies need exposure to agile leadership from being mentored and getting feedback from others and often will only truly learn to lead from experience. Leaders also need to be educated to know how to get things done. Lastly, everyone needs regular and continuous conversations to evaluate where their blind spots are.

Teal organizations, like Patagonia and Buurtzorg Nederland embody the spirit of agile teams. A teal organization is an independent organism with its own purpose. There are three main pillars in a teal organization: self-management, wholeness and evolutionary purpose.

Self-management responds to the fact that a hierarchy limits the complexity an organization can handle! Everyone can make decisions in matters that affect them directly. The wholeness comes from leaving the ego at the door. The workspace is a safe place and companies want employees to be fully engaged at work. A company is an organism, not a machine, thus it keeps evolving and growing in the directions it’s purpose sets.

Huapii was founded with the objective to embody and enable the values of Teal organizations. At huapii, we unleash people, teams and organizations by making all your talents accessible for everyone via our internal marketplace and enable a skills-over-experience mindset.

If you are interested in putting your people first and investing in the future skills of tomorrow,  download our free e-book and make your company future proof!