Do you remember that one question everybody asked when you were in school:
For many of us, we’ve found ourselves in positions that we enjoy. Yet for every one of us that are happy, there is someone out there who is miserable in their job. Perhaps they took the job for the money, or because it was the only thing they were qualified for. Maybe they started out loving their job, but over time have realised it doesn’t hold the same joy for them anymore. As much as we would like to believe all our employees are satisfied where they are, it is almost certain at least one person is looking for something more.
It’s important to remember however, that some employees stay in their current role because they love the company. They’re treated fairly, the pay is decent, and the overall benefits outweigh their job dissatisfaction. So, what can YOU do to help your employees find their passion again? The answer is simple – help them find their hidden talents.
A survey done in 2021 noted that the average Australian would be willing to take a 33% pay cut in order to pursue their passion. Considering 82% of Australians are stressed about money on a regular basis with 34% living paycheck to paycheck, that’s a pretty interesting figure. While a large portion of the older generations don’t believe following your passion is important, 80% of 18-24 year-olds believe it is. So, it seems evident that having a job you’re passionate about is important to a lot of people.
But how do we go about finding the people in our organisation who are unhappy, and how can we identify their talents?
Don’t wait until your employees are years into their job to start looking. If you wait too long, it means their potential is going to waste. Individuals may also start to feel undervalued and become one of the statistics of job dissatisfaction. By identifying and developing each person’s talents in the beginning, everybody will reap the benefits.
Most organisations have some form of performance assessment, normally in the form of KPI’s. However, it’s not just their actions, but their process of thinking that allows them to achieve the end goal. By evaluating how someone reached a particular solution, you can begin to see where their strengths lie. You can then identify other projects that will suit their particular talents.
There are plenty of tools out there that we can utilise to identify people’s strengths and weaknesses. For example, CTIA has a simple online compatibility assessment tool that will identify which of our courses they will have greater success in. By testing individuals in the areas they need to succeed as a Data Analyst, Full-Stack Developer or Cyber Security Analyst, we can ensure their success in enhancing their already natural talent into something they are passionate about.
Perhaps the simplest way to find the hidden talent in your workplace is to ask people what they’re passionate about. You might have a receptionist who loves being creative and is a great problem-solver, making them a perfect candidate to enrol in a Full-Stack Developer course. There might be someone in administration who is great at deciphering data and would be perfect as a data analyst. Or you could have someone who has a passion for creating havoc, whose talents could be put to better use as a cyber security analyst.
If you don’t ask, you’ll never know. So, start looking at where the hidden talent is in your organisation, and begin to reap the benefits of happier staff as you help them follow their passion.