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Determining Success Factors Of An Employee

By Stephen Jolley
Illustration of Carl the yeti sitting at a desk with a magic wand and ball with a laptop.

Ever wish you could look in a crystal ball to see the future of your hiring decisions? Well, you can! Sort of. Just without the crystal ball!

It all begins with employee success factors – AKA, the elements that make up success for an employee at your company.

Some employees have all your success factors right out of the gate. Others may need some growth and encouragement to reach their full potential or may not have any success factors at all.

Of course, that doesn’t mean you’re totally absolved of all responsibility. Quite the contrary! Your organization must ensure that your work environment (and your hiring pros) know the ins and outs of established success factors. You wouldn’t want to hire someone unaligned with your mission statement, right?

More and more brands are looking for ways to determine the overall success factors of their employees. While this isn’t meant to limit employees or put a damper on their accomplishments, it is meant to ensure everyone on your team can be successful.

Start by identifying the most critical factors up front, then apply them to your organization in the following order of importance.

Identifying critical employee success factors

There are literally hundreds of employee success factors swirling around in the business world, ranging from technical skills and behavioral elements to traits, motives, and social roles.

It’s not possible to list and explore every one of these employee success factors, but it’s definitely possible to explore the most feasible and impactful of them.

Let’s take a deep dive into today’s most critical employee success factors, starting with employee experience.

1. Employee experience

You don’t need to be a rocket scientist to see how experience is tied into employee success. The more skilled someone is, the better they will perform in their role.

It’s best to match employee experience levels with the positions in your workplace. For example, someone with less than five years of experience may work better in an entry level position. In contrast, an employee with six or more years may serve best in middle management or senior roles.

image with text - experience and time served aren’t equivalent factors

It’s important to note that experience and time served aren’t equivalent factors. While one employee may have served in a field for longer, another might have more experience filling a specific role. Just something to keep in mind!

2. Human resources programs

image with text - 94% of employees that receive regular development stay longer at their company.

Does your company offer growth opportunities for employees? How about career development options? If you said no to both questions, we need to talk. Human resources are way more important to success than you might think. In fact, 94% of employees that receive regular development stay longer at their company.

A little up front goes a long way. If you’re willing to provide your employees with a strong educational structure, they’ll pay dividends in the future with enhanced productivity, greater loyalty, and excellent ROI.

3. Lifecycle journey planning

Lifecycle journeys are the steps taken by employees as they extend their tenure at your company. There are seven major phases:

  1. Attraction
  2. Recruitment
  3. Onboarding
  4. Development
  5. Retention
  6. Exit
  7. Advocacy

Every employee will experience every stage of this journey, which is why building a plan for each segment is such a critical success factor.

Start by prioritizing where the emphasis should be in your lifecycle journey, allocating resources as necessary. Ask yourself: where are breakdowns occurring, if any? What’s stopping employees from staying in the retention phase, and is there something that can be changed to accommodate this?

4. Socially agile

It takes a village to make a company go ‘round – including lots of different communication styles, personalities, and traits. Hiring employees that are socially agile means they’re able to converse with others regardless of their communication styles. In other words, they can adapt themselves to the needs of the larger group.

Keep an eye out for employees that may not mesh with the rest of the group, and offer mediation options that lead to simple conflict resolution. You may want to train supervisors with best practices for this, developing an internal system or set of documented guidelines for best results.

5. Thought leadership

Thought leadership is the process of using personal critical thinking skills to support an answer or idea. Successful employees use these thought leadership skills to develop innovative ideas, to troubleshoot current processes, or to spearhead initiatives of their own volition.

Hiring candidates with inherent thought leadership skills is super beneficial for success. However, this is one of those rare skills that can be taught and refined over time. Do what you can to provide career growth and learning opportunities (which might help to establish better retention rates).

6. Influencing other coworkers

According to surveys, the ability to influence other coworkers is one of the nine major success factors for any employee’s success.

In this context, influence doesn’t necessarily mean persuasion. Instead, influence means having a positive impact on other coworkers. This means anything from inspiring confidence to facilitating problem-solving — both of which are necessary for a successful enterprise.

While employee influence is mainly a personal trait, be sure your organization provides growth and development in this area. This means holding group meetings, providing regular feedback, and offering regular pulse surveys that collect employee sentiments.

The hidden seventh point: employee recognition

So these tips are great and all, but arguably the best and most efficient one of them all has yet to be discussed: employee recognition.

image with text - If your employees truly care about your organization, your mission, and your values, they’ll be a lot more likely to be successful.

See, recognition is the progenitor of virtually everything else on this list. If your employees truly care about your organization, your mission, and your values, they’ll be a lot more likely to be successful. And what better way to get started than with the tools at Motivosity?

In a nutshell, Motivosity is an employee engagement platform that does more than provide rewards. We can help you track of turnover rates and engagement levels, build authentic connections, issue quarterly surveys, and turn managers into rock stars. The best part? It actually works.

Let Motivosity kick-start your employee success factors with the reports, resources, and tools you need to thrive. Get signed up for our free demo today, and we’ll look forward to chatting with you soon.

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