Over time, any employee is faced with a procedure such as a change of employer. Each has a number of important reasons for this. At the same time, in some companies a strong and friendly team is being formed, while in others there is a serious personnel change. What is the difference between these companies, how to distinguish them?
The literature on the design of digital products, which has already become classical, has such a concept as goal-oriented interaction design. Its essence is that any user of a digital product has its own goals and solves certain problems. Satisfying user goals is at the forefront of this approach.
In this case, the user is a fairly broad concept. It includes buyers, investors, managers, users, user guides, product designers, etc. I
propose to look at a typical workflow through the prism of this approach and determine approximate goals, the impracticability of which leads to thoughts about changing jobs.
There is an ordinary worker. He only chooses a job or is already working. What internal goals drive them and what affects it?
I see several main goals:
- Doing work is easy in a reasonable amount of time;
- Get enough reward;
- Be competent;
- To be successful;
- Feel your importance.
You can add a number of goals. Each will differ. But the general groups will be clear enough. All goals can be tantamount or have some priorities. Let, in this case, all goals are equivalent. That is, the inability to fulfill the goals of the employee is likely to force him to change his employer.
Now consider the elements of the workflow that help an employee achieve goals. We divide them into unconditional and conditional. Unconditional - always help to achieve goals. Conditional - help to achieve goals when certain conditions are met.
A typical performer workflow consists of the following steps:
- Formulation of the problem;
- Understanding of the task;
- Search for a solution;
- Implementation of the solution;
- Verification of the solution.
1. The task clear to the contractor is unconditional.
A competently and accurately drawn up task that has a level of detail that is sufficient for an unambiguous interpretation of the solution certainly fulfills a number of employee goals.
The method of setting the problem is conditional. Technological progress does not stand still. Tasks can be set both in paper and in electronic form. The setting method can both approximate and alienate the employee from his goals.
2. Enough time for understanding and comprehending the task - of course. Before performing a task efficiently, the performer must clearly understand it.
The opportunity to receive advice is conditional.Consultations of domain experts or more experienced colleagues will definitely bring the contractor closer to the cherished goal. Unless of course they are ready to provide the necessary assistance at the proper level.
3. The availability of resources - of course. The presence of high-quality means of communication and communication, libraries is another plus to the goals of the employee.
The presence of a solution base is conditional. Very much depends on the quality of the decision base.
4. The ease of incorporating a solution into the context of a task is unconditional. The easier it is to apply the solution to the problem, the better.
Ease of decision - conditionally. Easy decisions do not always bring the artist closer to his goals.
5. A quantitative assessment of the success of a decision is unconditional. Quantitative estimates give the performer self-confidence.
The viability of the decision is conditional. Not all viable solutions are.
It turned out quite abstractly. An example will follow.
The daily inability to achieve goals by the performer affects his morale and morale. This makes him think about changing his job, or maybe even a profile or a profession.
Take, for example, the developer, as this is closest to me. His assistants will be:
- Unit tests;
- Quality code base;
- New developments;
- Continuous integration;
- Project nanny (a leader who helps him in everything. True, you need to know the measure);
- Quality tools;
- Work in a stream;
- Reasonable terms;
- Friendly team;
- Good compensation package;
- Exact and unambiguous technical specifications;
- Availability of relevant documentation;
- Creation of modern systems;
- Complex and interesting tasks;
And that's not all. For good, it is necessary to conduct research. A company that realizes the goals of employees will be encouraged by quality work, a strong personnel foundation, and overall market success.
Who will formulate assistants for the head, manager, administrator?
Everyone already knows what the office of Google , Microsoft , Yandex or Vkontakte looks like . In them, the goals of the performers are given some attention, but it seems to be insufficient. In this case, the prestige of the company plays a role, which in itself realizes the user's goal to be successful.
They have a lot to learn, but it must be done wisely. Anyone can probably give an example of a small, not rich, simple company, without any frills, in which the team is united, strong, purposeful. Such groups continue to communicate outside its walls. But this arose in the bowels of the company, it was able to give its employees what others could not give.
When creating a business, its goals are mainly taken into account. But do not forget about those people who will move it higher and higher, will build floor after floor. It is necessary to realize the goals of the performers, otherwise the next tower of Babel will be erected. Well, or Pisa ...
If you apply this approach to creating a company and the principles of doing business, you can achieve good results. Workers will be successful, motivated and loyal to the company. Their goals are met, and business is guaranteed prosperity.