The Power of Job Fit

Recently, my husband and I decided that the windows in our home really needed a washing. We have done it before, but neither of us particularly enjoyed it, nor did we do a very good job.

In the past, we researched the best methods (including homemade formulas, newspapers, and lint free cloths) and spent a full weekend day on the project. But as we stepped back to admire our work, we were met with streaks and random splatters. (Sound like any of your recent projects?)

So this year, we tried a new approach – have someone else do it! I researched and found a company that specializes in windows, scheduled a time for them to come, and VOILA! We had beautifully streak and splatter-free windows. I marveled at their process:

• their equipment was perfectly suited for the task
• they knew EXACTLY what they were doing
• they completed the task in a timely fashion and had better results

Overall, the amount of time we invested in their fees was way less than the aggravation of our time and less-than optimal formula. And having our windows cleaned by professionals reminded me of the POWER OF JOB FIT.

Sure, most people can clean windows, which makes it easier to think you should. There are certainly times when we need to develop new skills and therefore, stretch beyond our normal realm of capabilities.

But as evidenced by the experience my husband and I had, it is much more EFFICIENT and EFFECTIVE to put someone on the task that knows what they are doing at a professional level.

If you have a person in a job who is consistently not interested or not using their strengths, you are creating more issues than you are solving. Not only are you disappointed with the outcome, but your other team members are probably putting in extra time and effort—making those homemade formulas and lint-free cloths—only to be met with streaks and random splatters.

This problem could be taken care of with a couple of simple solutions:

• Communicate with your team member. Tell them where their strengths and weaknesses lie, and use the conversation as an opportunity to help them discover where and how they can be successful in this position. Words of encouragement can always help the person see the best in themselves and make them want to succeed in their position.
• If you don’t feel that this position is their cup of tea at all or if they feel like the position isn’t the right fit, ease them out of it altogether and seek out someone who may be more qualified for the job.

It’s important to remember that just because someone isn’t a right fit for a specific position, does NOT mean they can’t contribute elsewhere. Strengths and weaknesses are different for each individual—it’s what makes the workplace run smoothly and efficiently.

It’s also good to be honest with your team members and communicate with them accordingly. Not only does constructive criticism help the individual improve, but it will change the overall tone of the workplace. Besides, who wants smears and splatters in the office when you can have shiny, streak-free outcomes?