Team Member Engagement: A Question of Job Fit

Team Member Engagement A Question of Job Fit

It can sometimes be challenging to determine why a team member is slipping in their work. Team leaders will examine employee distractions, insufficient resources, conflicting priorities, and a host of other possible issues. The simple question of work assignment matching is often overlooked. This article will discuss employee fit. The goal is to provide team leaders with strategies to find the right fit between employee skillset, employee assignment.

Julie Moreland states in a recent article published in Employment Relations Today that “the alarmingly high percentage of individuals who are disengaged from work and unhappy at work” is because the system does not take into account an individual’s suitability to be in a specific position. (p.57). This statement highlights the challenges team leaders face in creating the best team possible. It is challenging to overcome system influences and find the most suitable employees for each position. Moreland suggests that you need to understand the job and the employee’s personality traits, as well as the skills and attitudes of your employees, to do this.

Understanding the Position

Is there a job description? Is it accurate? Many job descriptions can be applied to multiple positions within an organization. Make sure the job description for the position you’re applying for is current and complete. It is difficult to judge if someone is the right person for the job. You should make sure that the job description and any outdated descriptions are updated.

Understanding each member of the team

To get to know a team member, there are many ways you can do this. Spending time with colleagues is the best way for you to get to know them. There are other ways to get to know team members if you can’t spend time with them. Moreland suggests a three-part assessment.

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Attitude. Charles Swindoll’s famous phrase, “Attitude is everything,” is still accurate today. Is the person passionate about the job or just doing it because they were asked? Are they really interested in the position or just doing it to make ends meet? There are many ways to find out. Ask questions about the job responsibilities and job tasks. Pay attention to the reactions. While one may be able to say what they want to, body language can often send a completely different message.
Assessments of Personality and Characteristics. Different reviews generate different results. Choose the instrument that best suits your needs. Note what you learn in this category and how it may relate to the work that your team member is assigned.
This is the Skills and Experience Inventory. This is the most common area to be examined. In many cases, it is the only one. How can you determine the skills of a team member? Let me tell you, learning isn’t about asking questions. It is better to give different tasks and see the results.
Making the match and making adjustments when necessary

It is about helping teams to improve. People are capable of changing. A good match may not last as long as the person is changing. The same goes for positions. What may have been a great match at the beginning may not be so good later.

To prevent or minimize potential disconnects between individuals and their roles, it is essential to regularly monitor and supervise team members. Team Efficiency and effectiveness should be maintained at their best by ensuring that employees and workers are always in sync.

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