Employees and employers have a shared interest in discovering the attributes that define the all-time favorite employees. Employees want to be the most-favored, and employers seek to attract those individuals who seem irreplaceable.
Michael Gottlieb is the founding partner of Momentum Law Group – a law firm that serves entrepreneurs. At a recent meeting of his monthly CEO round table, he asked the group, “ What attributes would you use to describe your all-time favorite employees? ” The list of attributes is surprising. Even more surprising is that the group of 12 CEOs all agreed on the list.
At the top of the list: Lack of drama. These favorite employees don’t complain. They don’t seek attention. They don’t gossip. They simply perform their jobs without a need to draw attention to their professional or personal challenges. They don’t see a need to remind others of how challenging the task might be. They don’t call attention to the fact that someone else didn’t complete their task.
Jeff Lesher, Principal at EntreQuest, an award-winning consultancy with a vision to shift engagement in the work world to transform the real world, says, “Most highly valued employees not only perform their jobs admirably – with skill, focus, and passion – they do so in a way that demonstrates their commitment, first and foremost, to the work.”
Jeff further explains, “ Drama is selfish; the more selfless, low drama approach typically is a symptom of high commitment more than a direct intent.” It reminds me of the scene between Billy Crystal’s character and Meg Ryan’s character in the movie When Harry Met Sally:
Harry Burns: There are two kinds of women: high maintenance and low maintenance.
Sally Albright: Which one am I?
Harry Burns: You’re the worst kind. You’re high maintenance but you think you’re low maintenance.
Most high-drama people don’t see themselves as dramatic.
The next item is commitment to operational execution. Top employees don’t just talk about ideas or identify problems. Rather, they always focus on how to accomplish the task at hand. These talented individuals know that there is a big difference between having the intention and getting things done. The most valued employees know that nothing matters until it is implemented and achieving results.
Top employees know that their commitment to customers and accomplishment can help to grow the business and engender customer trust. These superstars always follow-through and don’t need reminders of what is important.
Initiative: Confidence And Internal Motivation
Top employees don’t wait around to be told what to do. Once they know the goal and they are self-motivated to move toward that goal each day. Nothing will get in their way. Some might see them as stubborn. Most see them as possessing superpowers.
Their greatest superpower is the ability to receive and internalize feedback. They have sufficient confidence and self-awareness to accept constructive criticism as a way to improve, without seeing the input as negative.
This superpower only surfaces in work environments where employees are not punished for taking risks. Confident self-starters will happily take constructive feedback. If you punish them for taking initiative, they’ll sit back — probably while searching for a new job where they can unleash their initiative.
What The Experts Say
According to HeliosHR’s CEO, Kathy Albarado, “The fact that CEOs cite a desire for ‘No drama’ could point to a gap in hiring practices. With the right screening and interview process, you should be able to spot those most likely to be valuable members of the team.” Kathy encourages employers to seek similar attributes that the Girl Scouts of America teach young women: Courage, Character, and Confidence. The courage to take risks, the character to follow through, and the confidence to take feedback.
Gabe Muller is the COO of Glassman Wealth Services, named “Best Place to Work” in the Washington DC area by Washingtonian Magazine and the Washington Business Journal three years in a row. “I love the three attributes of 1) Solution orientated mindset, 2) Adaptability; and 3) The ability to receive feedback and collaborate with others.”
Notice that the themes are consistent with the CEO round table that Michael Gottlieb assembled. Also take note that nobody is listing skills, educational background or certifications. While those capabilities are important, nobody said that their all-time favorite employee had the best technical skills.
The best employees get stuff done with passion and results. If you don’t value your employees who demonstrate those attributes, rest assured that another employer is anxiously waiting to meet them.
It’s Your Turn
What do you think makes for favorite employees? Share your thoughts in the comments or join the conversation on LinkedIn or Twitter.
Go to our website: http://www.ncmalliance.com