Passion—What Differentiates Good Workers from Great One

赖彩云 Jessy Lai Chai Yun-love your job
[vc_row type=”in_container” scene_position=”center” text_color=”dark” text_align=”left” overlay_strength=”0.3″][vc_column column_padding=”no-extra-padding” column_padding_position=”all” background_color_opacity=”1″ background_hover_color_opacity=”1″ width=”1/2″][vc_column_text]Passion—What Differentiates Good Workers from Great Ones

Employees who are passionate about their careers are more productive, more innovative and inspire those around them to do their best. They are often the biggest assets to any organisation they work with. As such, top companies always view passion as one of the key requirements in hiring. At Mon Space, we are constantly on the look out for passionate people to join our team.

Nevertheless, it takes some skill and experience to identify passion. Recruiters who are trained to only focus on technical skills or an impressive CV often ignore subtler qualities that predict passionate performance. So how can you effectively recognise and recruit passionate people? Here are some tips I’ve learned over the years, hopefully they benefit you.

In “Unlocking the Passion of the Explorer,” Deloitte pinpointed three attributes that characterize passionate employees:

•“Commitment to Domain,” or the desire to have a lasting impact on an industry
•The “Questing” disposition, or the drive to continually push boundaries, probe for opportunities and learn new skills
•The “Connecting” disposition, which leads passionate employees to seek out meaningful interactions with other experts to keep developing themselves

Passionate candidates can clearly explain what excites them on the job and the work that satisfies them. They’re often thinking, reading and talking about their passions even when they’re not at work. This attitude often helps them find new ideas, which is why they can be a source of creativity and innovation. To them, “work” is not something tedious and painful, but fun and gratifying.

But let’s be honest: “doing what you love” is a luxury that not everyone can afford. Moreover, if everyone chose to only do what they love, a lot of important work simply wouldn’t get done.

This is where good managers need to know their role in developing the people who work for them. The good news is that it is possible to develop passion for something you never thought you would love. Through hard work, commitment and a good support structure, many people successfully find joy in work that they have never envisioned themselves doing. The more one develops rare and valuable skills, the more they are able to take pride in what they do.

A study seems to confirm this idea: They found that while some people are able to find work that fits their passions, others are able to cultivate passion for their work and be equally impactful to their organisations.

Here are three tips that I believe would help you in recruiting passionate candidates. It can also help your current employees develop a passion for their job:

1.Market your mission.

Does your brand embody some kind of social value? How is your company helping to solve problems in the world? How do your products or services make people happier? Incorporate these messages into your recruiting process. Passionate job seekers want to work with a company that are compatible with their values and their passion for life, so showcase your core values on your job site, social profiles and Company Page.

2.Find out what makes motivates your employees

Ask your candidates what they love most about their potential job. If a position involves heavy collaboration and good interpersonal skills, you want someone who loves constant interaction and teamwork. If the job posting requires heavy analysis of data for long hours, look for someone who would do it without feeling annoyed or dissatisfied.

3.Craft Job Descriptions Wisely

After you’ve identified the key traits needed for a job, distill them into keywords or short phrases and incorporate them into your job posting. It is important to look beyond skills and experience—finding the right personality that fits into your company or department’s culture is just as important.

The strength of an organisation is entirely dependent on the people who work in it. When workers are passionate, they will go the extra mile to do well. That is the kind of person you need to recruit.

Furthermore, remember that the process does not end there. Managers need to constantly check in on their employees to ensure that they are happy and sufficiently challenged. By paying attention to details, we can build a passionate corporate culture, which will in turn attract even more passionate people.

References:

http://blog.indeed.com/2016/03/08/us-how-to-recruit-for-passion/
http://dupress.com/articles/unlocking-the-passion-of-the-explorer/
http://blog.indeed.com/2015/07/16/active-vs-passive-candidates/
https://www.goodcall.com/news/exclusive-interview-paul-darcy-senior-vice-president-at-indeed-gives-his-best-advice-on-building-a-personal-brand-01440[/vc_column_text][/vc_column][vc_column column_padding=”no-extra-padding” column_padding_position=”all” background_color_opacity=”1″ background_hover_color_opacity=”1″ width=”1/2″][vc_column_text]企业最需要的人才——对工作热忱的员工

杰克 威尔许(Jack Welch)还是奇异(GE)的执行长时,曾有人问他:你喜欢你现在的工作吗?杰克的回答很妙,他说:“不。我不仅是喜欢我的工作,我是爱上了它!”

不仅是杰克,基本上所有成功人士都非常热爱自己的工作。

而近十年来,热情(Passion)几乎是职场学中的一再被强调的关键条件,不管是企业家、创业家、人力银行还是媒体,都不断的提醒各位社会新鲜人,面对工作,“热情”的重要性。

这些成功人士必然是具有天份与运气,才能选择自己的爱好作为职业,但你别忘记,每个人都能对工作产生热情,只在于你圆不愿意或是能不能找出潜藏在工作中的热情元素。

而研究也显示,一位员工若对工作有无比的热情,他们比较具有办事效率、无限创意并且还能启发身边的人一起做的更好!

而对工作有向心力的员工更是一家企业最重要也是最珍贵的财产,在Mon Space集团,“热情”也是我们招揽员工时其中一项条件,若你对工作有无比热诚,欢迎你加入我们的团队!

然而,一般的企业在聘请员工时,比较在意的是应征者的技巧或是被出色的履历表给吸引目光,反而忽略了去探测应征者对工作是否具有热情的潜在特质。那要如何去辨识以及招揽对工作有热诚的人呢?以下是我多年来的经验分享,希望能对各位有所帮助。

在《Unlocking the Passion of the Explorer》一书中,其作者德勤(Deloitte)特别强调对工作有热诚的人通常有三种特质:

-希望能对所从事的行业留下长久的影响力。
-喜欢“追问”,不断的冲破极限、把握机会以及不断自我驱动学习新知。
-可以带领有热诚的员工与成功人士互动,以探索以及发掘自身的潜能。

有热诚的员工能清晰的说出一份工作中什么事情能让他们感到无比兴奋以及他们满足的点。就算是下班了,他们通常都会自发性的思考、阅读以及聊起他们对工作的热切,这样的态度让他们有源源不绝的新想法,致使他们充满创新与创意。

对这些热情的人而言,“工作”并不痛苦也不无聊,反而是充满乐趣,让他们想继续往内探索。

老实说,“做你喜欢做的东西”,并不是每个人都拥有这份幸运,若每个人都制作他们喜欢的工作,那么其他重要的工作就没人愿意承担了。

好的经理人会发掘与他一起工作的下属,例如发掘下属不曾变发现的热情。一个充满诚信以及后援坚强的工作环境,将会启发员工在工作中寻找到他们从未发现的乐趣。当员工获得提升自我以及宝贵的技巧时,他们就会越享受工作。

美国密歇根大学(University of Michigan)最近的一项研究证实了这样的想法:若办公室中有大部分的人能在工作中找到热情,就能够启发其他的人一起探索工作的乐趣,这对企业长远的进步而言,有着积极的作用。

若你也是一位主管,想要招揽一些对工作有热诚的人才又或者你想激发员工的热情,与你们分享三个小贴士:

1.请问你的企业品牌是否体现了社会价值?你的企业在解决社会种种的问题上扮演什么角色?企业的服务以及产品如何使人们快乐?不妨将这些问题纳入应征员工的对谈过程。一位热情的求职者会想要在一家能兼容他们的价值观与生活热情的企业上班。

2.在面试的过程中,不妨问问对方最爱工作中哪一个部分。若你所提供的工作需要良好的沟通技巧以及团队精神,那么就需要一位喜欢与他人互动并热爱团队工作的员工。若工作需要长时间专研数据或是阅读很多资料,那么你需要的员工必须拥有耐心并不会对这份工作感到厌烦。

3.将以上的要点整理成重点或是短句放入你的招聘启事内。若能够看到员工的技术以及经验背后潜藏的个性很,恭喜你,或许你已经找到一个适合你的企业或是部门的一位人才!

一家企业能不能持续茁壮成长,其中一个原因就是要看员工的素质,当年的员工对工作充满热诚,他们会自动自发地做更多,时刻想要让工作做得更好,这样的员工绝对是不可多得的人才!

当然,为企业寻找到了可以雕塑的人才后,主管也不能因此止步,反而应该时时刻刻确保他的员工开心的工作以及享受工作的挑战![/vc_column_text][/vc_column][/vc_row]

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