The Behaviors!

Adaptability is one of the most important skills to recognize in your employees. This trait is highly important in startup companies. Employees who are flexible and don't fear the change will go a long way in the company. However, you should be careful to not overstate the value of this trait. There are many ways to recognize adaptability and not to overstate it. In this article, we will focus on two of the most important employee behaviors: Adaptability and Humility.

Humility

While all employees are entitled to a degree of self-respect and recognition, leaders who are humble are more likely to inspire respect among followers. In contrast to ego-centered leaders, who tend to see humility as a sign of weakness or a low self-esteem, humble leaders are often seen as benevolent and capable. Their approach to leadership fosters trust and builds relationships with team members, and it is this congruence of virtue and competence that enables leaders to gain respect from their followers.

One of the most important elements of a humble organizational culture is a willingness to embrace outside ideas and perspectives. Colgate, for example, actively seeks new ideas for its active ingredients and delivery systems. It even crowdsources consumer suggestions through its Open Innovation Submission Portal. Humility also contributes to the overall performance of the team. Employees who believe that their leader is looking out for their best interests are more likely to be successful in their roles.

"Life is a long lesson in humility." - James M. Barrie

Another key element of being humble is not micromanaging. Micromanagement destroys morale and is not considered humble. Grow suggests that instead of micromanaging people, leaders should pick good people, train them, and get out of the way so that they can do their jobs. Humility requires a leader to acknowledge that other people are better than him or her. As a result, humble leaders often allow their employees to do their jobs without interference.

Adaptability

The world is changing fast, and organizations need to adapt. The more employees can embrace change, the better. If you want to create a more engaged and productive workforce, adopt an adaptive mindset and develop the other 5 behaviors listed above. Here are some tips to help you recognize employees for their abilities and encourage them to take advantage of them. Read on to learn about these behaviors and how to promote them.

Adaptability must become a core organizational skill. To improve adaptability, organizations can use a multirater feedback tool to assess adaptability learning journeys. Then, they can share aggregate data with leaders and track-course corrections. Leaders can also invest in the well-being and purpose in order to meet the challenges they face. By sharing their learning with their teams, they can foster a healthier team culture.

“Adaptability is being able to adjust to any situation at any given time.” - John Wooden

Adaptability is an essential part of working remotely or in a hybrid environment. It can be hard to manage and measure the effectiveness of the different work styles. The perception of office workers having an advantage in career opportunities and promotions isn't entirely accurate. It is important to adapt performance management systems to accommodate the needs of both types of employees. In addition, organizations can use ONA to make their workforce-centric.

Teamwork

Teamwork is a key employee behavior, but it can be tricky to foster. When you're looking for ways to foster teamwork, you should consider the requirements of your environment. Creating the right environment for teamwork will encourage employees to work together. You should also take the time to make sure that each employee knows they're important and appreciated. Providing the right conditions for teamwork will go a long way in encouraging employees to be their best.

Teams that work well together have complementary strengths. The strengths of each team member complement each other, so it's important to seek out partners who enjoy doing things that you dread. When it comes to improving teamwork, no two teams will achieve the same results, so be sure to model it by the way you lead your team. Similarly, recognize each team member for their strengths and give them a chance to shine.

"Alone we can do so little; together we can do so much." – Helen Keller

To foster teamwork, managers must make sure that their employees are constantly being accountable. Employees who have responsibility for the outcomes of their work will often be more willing to share their ideas, and that's a great thing for the organization. Teamwork also fosters communication and collaboration. The best way to reward team members is to let them share their ideas, and encourage them to work together to accomplish goals.

Problem-Solving Ability

A key aspect of problem-solving is the ability to identify the cause of a situation and develop a solution. It is a soft skill that employees do not necessarily learn in school. Employees who demonstrate problem-solving skills to excel in the second and third stages of the process. Recognition for this ability is vital in any workplace. But how do you recognize it? Here are some tips.

Identifying and structuring a problem requires a combination of logical thinking and creativity. Once an employee has identified the problem, they must consider all possible solutions and weigh the costs and benefits of each option. Then they must choose the most effective strategy and stick to it. During this step, they should evaluate whether or not the chosen solution has been successful. It should be noted that problem-solving skills should be continually reinforced throughout the employee development process.

"Too often we give our children answers to remember rather than problems to solve." - Roger Lewin

Effective problem-solving skills to help employees identify problems and find solutions quickly. Employers value problem-solvers because they are more likely to be autonomous and efficient in carrying out their jobs. In addition to identifying issues, problem-solving skills can help employees develop new skills that will be invaluable in the workplace. They can bring five significant traits to their role:

Confidence

In the workplace, employees who are confident and dependable are highly valued. Employees who lack self-confidence do not believe in themselves and therefore perform poorly, and are not willing to take up challenges and take on extra responsibility. Developing this characteristic in employees is a great way to cultivate confidence and increase productivity. Employees who are dependable do not require too much supervision and are capable of handling sensitive assignments. They also infect other employees with their confidence.

Good employees are easy to work with, exuding a positive attitude. They are also willing to try new ideas and are not afraid to take business risks. They are willing to challenge the status quo, but only if their ideas are universally accepted. Unmanageable employees will compete with one another and destroy the value to get a bigger slice of the pie.

"As is our confidence, so is our capacity." - William Hazlitt

Another way to recognize these employees is to implement reward systems that reward them for achieving certain KPIs. For example, employees who work from home or on weekends may not be as dedicated to their jobs as those who work during the day. Fortunately, there are many tools available to reward this kind of behavior. The first method is observation. Employees should be held accountable for their behavior when they fail to meet expectations. By holding people responsible for their actions, they will develop a sense of responsibility and commitment to behave as expected.

Dependability

Those employees who are dependable are more likely to be delegated important tasks and are more likely to complete them on time. Reliable employees also earn respect from their superiors and receive more opportunities for advancement and pay raises. Reliable employees don't waste time waiting on micromanagement. This quality is also beneficial to companies, as it helps them gain a competitive edge over the competition.

Being dependable means being on time and not running late. Employees who are dependable are always ready to work and respect the time of others, whether they are at work or in their personal lives. They are organized, show up on time, and apply company policies equally. They are also committed to deadlines and follow through on commitments. Employees who are dependable are often highly effective in a team environment.

"In adults, dependability is the fruit of maturity; in a child, it is the seed." - Richard M. Eyre

The way that employees behave is a reflection of their confidence. Reliable employees can be called upon at any time and will always deliver what is expected of them. They can handle sensitive assignments and make the company to function even when they are not there. This trait is essential in any workplace, and you should be happy to recognize it in your organization. The more often an employee is recognized for a specific behavior, the more likely they are to repeat that behavior.

Conclusion

An excellent work environment requires a great deal of recognition for all employees, and this is especially true when it comes to positive behavior. Recognizing employee good behaviors is one of the best ways to encourage more of them. Employees who are willing to accept responsibility for mistakes, as well as those who are quick to fix them, are particularly deserving of special recognition. While some employees are more likely to be overly competitive than others, they are a valuable part of any team and deserve recognition.

The first step to identifying intrinsic motivations in your employees is to observe them. This will help you understand whether their behavior aligns with your organization's needs. The next step is to hold them accountable when they don't behave in a way that is acceptable for your company. This will encourage them to behave in the way that is expected of them. If an employee consistently fails to meet their goals, they'll be more likely to leave.