Better Job Fit to Keep Employees

We cannot exclude the power of job fit as a method to keep employees. Whatever you might say, job fit is important for employee engagement and motivation. There is also a direct connection between job fit and employee performance. When employees feel that they are contributing by being at the right place at the right time in the right way, engagement, motivation, and better performance are the result of better job fit. According to Julie Moreland in the article Improving Job Fit Can Improve Employee Engagement and Productivity:

“It may be surprising to learn that, according to a survey conducted by Gallup, 71 % of workers in the United States are not engaged, compared with only 29 % who are. Regardless of the individual’s position or salary, this large portion of workers who are unsatisfied and unfulfilled in their jobs represents a serious problem with today’s workforce, one that has become a drain on not just each person’s local community, but also the larger economy as a whole. When people are unhappy in their jobs, they burn out quickly and leave, whether they have a new position or not. Beginning in early 2010, data from the US Bureau of Labor Statistics show that more employees have voluntarily quit their jobs, with that number surpassing those who have been fired or discharged. The leading reason for why people leave their jobs is poor job fit”.

Well, this means that we need to pay attention to that job fit, doesn’t it? Can we agree to take a little more time to make sure fit happens even if it is after the fact? Okay, you have the employee who you discover really would rather be in supply than sales or vice versa? You deal with this with very probing and introspective questions expecting to have introspective and truthful answers that help you and your employee move in the right direction. You spend the time to find that employee the exact right place. It is your calling, your duty, and the rewards to the organization as well as to the employee come back you in multiple benefits. You want to pay attention to the passion that is generated from that right fit. You owe your employee that attention and activity.

According to Ramsey in his report, The Power of Job Fit Alignment, “The point is that the question of who is qualified to fill a specific opening isn’t simply, does a candidate have the right skills to do the job, but is the candidate also highly motivated to do what the job requires? The motivational patterns that may determine a right fit include what a candidate likes to do most, what a candidate is passionate about, what situations and opportunities turn the candidate on and where the candidate finds the most joy at work. Do we get it? We really need to pay attention to this, don’t we?

“When a candidate’s motivational abilities fit the job’s requirements and expectations, everyone wins. It’s a ‘dream job’ for the employee and an ideal ‘find’ for the organization. (Remember “purpose + fit = performance”). Employees who are the right match for their position enjoy maximum job satisfaction. They feel empowered by the security of being in sync with organizational mission, goals and priorities. Best of all, they are energized by the knowledge that they are doing what they were born to do. Being in the right job at the right time unleashes creativity, encourages decisive action and frees up the employee to do what he or she does best”. 

It may seem awkward to attempt to place an employee in a different place after hiring them for something else. Still, think of it as a rewarding awkward, right? If it makes a difference in keeping them while still helping your organization grow successfully, then why not? Become the innovator who observes and is on the lookout for better internal organizational fits for your employees. Let employees know when new positions open up. Don’t be afraid to lose an employee to a better-fitting position. It’s better than losing them altogether. Encourage employees to look at different positions so they are not afraid of a backlash if they attempt to apply for one of them. Set them free to help your organization as well as themselves.

The author, David Pollitt is a well-known author in leadership and educational circles. He is also known for his Christian Science fiction and secular Science fiction books. His books and educational papers can be viewed on smashwords.com