Let's find and develop the strengths of your subordinates

This time of spring is when people move around a lot.

New employees who have joined the company will be nurtured to become closer to the ideal profile the company seeks.

I have written an article before called "What it means to nurture people," so please take a look at that as well if you like.

Today, I will talk about how to interact with subordinates, which comes before the act of nurturing them.

First, you must build a relationship of trust with the staff who have become your subordinates.
This is important for achieving results as a team.

What is necessary for that is to know the other person.
You must find the strengths of your subordinates.

<Observe carefully>

Even if I say observe, just watching them is not enough.

You must analyze what kind of qualities their actions stem fromthat.

For example, if they remain calm even in situations where everyone else is flustered, they might be excellent in composure and judgment.

If people are always gathering around them or they are frequently asked questions, they might be the type who is deeply trusted and attentive to others.

If they arrive at work earlier than others, they might have excellent responsibility and planning skills.

It is often the case that what people do unconsciously and as a matter of course is actually something amazing.

<Try looking for tasks they are good at>

In their daily work, in what situations do they seem lively?
In what tasks do they produce excellent results?
In what situations are they often relied upon by those around them?

By looking at these, you can see that person's strengths.

<There are also hints in casual conversation>

Not only from interviews but also from conversations such as small talk, you can see that person's values.

Try asking them what they are interested in and what they find enjoyable.

<Why did it go well?>

When you see a small success experience of a subordinate, think about what went well.

If it is something they always do, or something they improved or devised themselves, that can be called a strength.

<Third-party perspective>

You may find hidden strengths that you haven't noticed by seeing how they are perceived by those around them.

It is a good idea to ask, "Have you noticed anything about [Name]?"

<How to utilize>

The strengths you find are meaningless unless you provide feedback to the person themselves.

Mention the specific actions that led you to think that way, point out the strengths you see in them based on those actions, explain the positive impact they have on those around them, and express your gratitude while telling them how you would like them to utilize and develop those strengths further.

It is more effective to say this without waiting too long after seeing the action.

If you do it immediately, they will say, "Oh, you were watching? I'm happy, I'll do my best." But if a few days pass, they might say, "Huh? What are you talking about? Did that happen?" which not only halves the effect but can even have the opposite effect.

It is said that you should "reprimand in private and praise in public," but some people are shy and resistant to being praised in front of others.

In such cases, I would take them slightly away from the group to speak to them alone, but I would raise my voice just enough so that those around them could vaguely hear, and I would do it with a smile so they would know they were being praised.

Also, there will be times when you think, "I want you to fix this part a little more." In such cases, I think it is easier for them to accept if you first say, "I think this part is amazing. Also, if you do it a little more like this, it will be even better," opening their heart by mentioning their strengths first.

<Company atmosphere>

To foster growth throughout the company in this way, the foundation must be a constructive environment where failures can be seen as opportunities for growth, and an atmosphere where it is easy to voice ideas and opinions.

Without this, it is difficult to succeed, so it is necessary to view nurturing new employees as the job of all employees.

For that, the top management must view it that way.

It is difficult, but it is fun when you start to see the effects.

Thank you for reading this far. I would be happy if you could like and follow. I look forward to your continued support.

#LetsTalkAboutWork