Every one of your employees has a unique set of talents, skills, and shortcomings. Each is different with no two workers approaching work in quite the same way.
As an employer, this universal truth can be tough to embrace. It’s natural, when giving employees the opportunity to work for your company, to expect that they approach business with enthusiasm equal to your own. When that doesn’t happen, it can be frustrating.
Before making drastic employment decisions, find out why employees behave the way they do by considering whether they have a fixed mindset or one that’s focused on growth.
What’s In a Mindset?
>eagerly perform tasks
>are interested in learning
>remain positive through challenges
>will work above and beyond expectations
>constantly seek to improve their abilities
>do the work that’s expected
>don’t welcome change
>aren’t interested in learning new things
>don’t want to do more than expected
How to Maximize Potential?
Naturally, every company has employees that fall into both categories. To be successful, it’s important that business leaders determine where specific mindset employees work and whether or not those positions fit. By mapping this out and recognizing the strengths of each of the mindsets, they can then shuffle employees, roles, or departments accordingly.
For example, if your creative or product development teams are made up of fixed-mindset employees, it’s less likely that they’ll welcome critiques in order to produce cutting-edge and competitive work time and again. In positions that require high levels of standardization and structure, however, such employees can flourish.
On the other hand, when placing growth-mindset employees, it’s best to avoid positions that involve tedium and monotony, as these characteristics can make them feel stifled. Instead, place them in roles where adaption and learning are crucial—and watch their engagement soar.
Fuel Inspiration Promoting a Growth-Mindset Within Creative Development Teams
>Implement Positive Affirmations. Fixed-mindset employees who want to create may see setbacks as failures. By positively noting ways they did succeed and pushing them to try again, you’re instilling the belief that it’s OK not to be perfect.
>Focus on the Journey. Find ways to encourage new ideas during the process to help your team live in the present. This will teach them that the journey can be just as educational and insightful as the end product.