Self awareness a key to empowerment
When hiring an employee, do you specify certain traits or go for fundamentals, and then match the job according to a person’s traits? Read on to find out which approach to select when hiring.
Traditionally most companies analyze a job, provide a job specification and job description while hiring a new employee, and yet they complain about not finding the right person for the job.
Specifying what needs to be done and what traits a prospective employee should have could be an easy way to hire. But if employees themselves know what work they need to do and what abilities they have to do them, then they can be more productive.
Self awareness is that attribute that is least discussed, and recognized, but is one of the most valuable. It is knowing what you are capable of and what you are good at.
Benefits of hiring self-aware employees
Choosing to hire self-aware employees means developing flexibility in the organization. A self-aware employee is more than willing to work out of his or her comfort zone whilst specifying an employee’s traits tends to make his or her mind focused into one dimensional work.
Self awareness isn’t an attribute that is necessary only in employees, but leaders themselves also need to be self-aware. Such a leader is more likely to change his or her leadership style according to the situation and guide subordinates towards adapting to the dynamic situations.
Understanding people as individuals and helping them understand themselves is the most fundamental aspect of workplace engagement. Employees deliver their best results when they are passionate about their work and yet organizations hire people on the basis of their degree and what they have included in their resume instead of what they want to do and what differences they want to make. And organizations that want to unleash innovation in the workplace need to invest more into trainings that enable employees to work on what their passion lays.
Testing self awareness
During an interview with the candidates, ask them to describe a situation when they got caught up in emotions and did something they later regretted. Observe their description of the experience. Candidates who are self aware will be frank and admit their failure and often talk about it with a smile.
On the other hand, the ones who lack it will feel uncomfortable and become defensive. Likewise, when evaluating performance, safe aware employees won’t be overly critical or hopeful. They will be comfortable talking about their limitations and be honest about it. But those who lack it will interpret the feedback about them as a threat or an indication of failure.