What do you make of this chart that I came across this week?
Before you spend too much time on the question, let me confess that it is not entirely a fair one, for this is a summary of that chart. The original was entitled “Employee Career Profile” and included definitions in each quadrants that made it too busy to include here. Thus to answer you need to know what those definitions were. So, going clockwise, they are:
- Traditionally Loyal are company oriented employees who promote the company but are dissatisfied with or don’t care about the work they’re doing. This may impact on their performance. These employees may be happier and more committed in another position.
- Truly Dedicated Ambassadors are employees who speak well of the company and are enthusiastic about their work. These employees are assets, and managers should use them, and their departments as models for others.
- Strivers are career oriented employees who are more focused on their career development. They may be highly productive, but are also at risk of being head hunted. Managers should explore ways to increase company commitment.
- Disconnected are employees who are not enthusiastic about their work or the company they work for. In the extreme, disconnected employees can cause dissent in the workplace. Managers should find and fix issues resulting in low commitment.
The fact that I altered the title may in any case colour your answer. My change implies both that I don’t altogether agree with it and the reason why. Apart from the implication that only ambassadors are assets, for me it epitomises the inherent flaw of nearly all HR and OD initiatives: it starts from the organisational perspective. After all, how can you look at an employee’s career profile without addressing the employee’s personal aims and aspirations?
Realistically assessing an employee essentially entails reviewing two personal attributes, as my chart below shows.