Matching people and organizations: The Performance fit

In this blog, we immerse ourselves in The performance Fit within an organization. The previous blog, Matching people and organizations: The cultural fit, discussed the cultural fit of an organization.

Isn’t it easy just to criticize the work of others? If one is not careful, no one can do anything right anymore. Does this not apply to you? Then be sure to ask yourself the following question. When is the last time you openly remarked that someone did something perfectly?

A Performance Fit does not so much mean that mistakes are no longer made. Rather, it indicates making very few mistakes. So a strong Performance Fit implies fewer and smaller mistakes. Does this mean that you choose the person with the broadest or rather deeper knowledge for the job? Unfortunately, it is not that simple.

The Performance Fit

In short, the performance fit consists of the right mix of Hard skills and Softs skills that a person needs to fit into the intended job and make as few mistakes as possible.

  1. Hard skills are generally easy to test. Ask someone to send an email, build a wall, replace a lamp, draw a plan, make a presentation, etc… You’ve probably noticed. These are very tangible things that you can quickly assess and test.
  2. Soft skills are a little harder to detect and assess. Here, for example, it can be about leadership, communication, taking initiative, steadfastness, creativity, etc… True, these skills are more in a gray area.

What used to work, doesn’t always work as well today. Our world is going through a digital and technological transformation. Hard work is being replaced by smart and efficient work. It used to be that a mason had to build walls and a draftsman had to draw. And that was that. Now that same mason has to be able to work with a laser, manage and follow up with subcontractors, and once again see that his own masonry is meeting the standard. Yes, meeting the standard. By this I am referring more to the quality they need to deliver ( given these conditions) than the quality they are proud of.

The draftsman who sits around the table drawing with an engineer and erasing his mistakes with an eraser is also from a bygone era. Today he or she works with a computer and software programs. Adjustments are made with a single click of the mouse.

The job description

Functions and job descriptions change as time changes. It is therefore important to always anticipate innovation, technology and modernization. But this means that your staff must also be able to keep up with these changes and the necessary training and refresher courses are organized for this purpose. It is true that soft skills are linked to personalities and events that have shaped these personalities and are therefore not always easy to learn. Fortunately, hard skills are (easier) to learn. 

I can already hear you thinking out loud: but isn’t the mason a site manager? And the draughtsman still needs the same insight? In a way, both answers are right and wrong at the same time. Site supervisors seldom or never take part in masonry work and I haven’t seen a draftsman who still works with pencil and slate in recent years.  

In short, the mason has gained more soft skills and the draftsman’s hard skills have changed completely. 

Ready for the future?  

So now the question is: Is my organization ready for the future?

You can only answer this question if you know your employees and their capabilities, and moreover what their functions and job descriptions are. In this way you can test these characteristics against the changes within your market and sector. Only then can you determine how your organization, its structure and functions should change to be future-proof.

Therefore it is very important to have a good and clear job description.

Tip: (re)check at regular intervals the functions and job descriptions within your organization and see if they are still current or up to date and try to estimate whether you can continue working this way for the next 5 years.

  • Is the answer no? Then take action if you don’t want to be on the hook within 5 years.
  • Is the answer yes? Congratulations, you’re future-proof.

Can you use some extra tips to get your organization ready for the future? Would you like more information on the performance fit for your employees? Feel free to contact us without any obligations!

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