Every day that employees are not inspired and productive – they cost the company money.
Nobody is loyal to a company – they are only loyal to their values (what are most important to them). So it’s vital that you hire people whose values are alighted to that of your job descriptions.
When people live congruently according to their highest values, they become inspired from within and require no outside motivation to do what is required of them. But when people set goals or objectives that are not aligned with their highest values, they repeatedly need outside motivation to move them into action.
This holds true for individuals in their work capacity. Inspired workers can see how their job descriptions and goals are aligned with what is most meaningful to them. They are self-reliant and don’t require outside motivation to get their jobs done.
The 7 areas of inspiration
There are seven areas of life in which people can be inspired by – vocational, financial, family, social, physical, spiritual and mental. Whatever areas are highest on their list of priorities, will determine what will inspire them.
For example, some people are dedicated to their families. A mother who has a high value on her family and who is focused on her children, may be less inspired and less productive in her job. When the kids are sick, she may want to go home to them and let her work duties slide or come second.
Then you get people who are dedicated to socialising – wanting to travel, meet and interact with people. These people will more likely shine at work only if their job duties require social interaction.
Other employees want to be involved in a company that helps culturally and undertakes ‘green’ initiatives. As long as the company contributes to their cause, they’ll remain on board.
In the case of someone with a spiritual focus, the person looks for spiritual reward. They may feel isolated if there is no one else in their faith available to commune with at work.
Those with a money / financial focus will be inspired to work for greater financial rewards.
Those with an entrepreneurial focus will probably want to help build the company. They will probably want to become partners or shareholders.
Align the 7 life inspirations with your company’s primary objectives
During the hiring process, it’s wise to clearly define the primary objectives of the company – what the required job description will be, then help the potential applicant determine their own highest values and finally, make sure that the candidates’ values are congruent or aligned with the primary objectives of the company and job description.
As a business owner, explore how they spend their time, energy and money, what inspires them, what are their goals, and in what areas are they organised, and so on. Then take the job description and determine if the applicant can see how each duty will fulfill their highest values.
If the applicant hesitates with their answers, then there is low congruency. If they elaborate and respond quickly, then there is a high congruency and they will be more self-reliant, productive and engaged. The quicker and more elaborate their response – the more suitable they are for the job.
It’s also important to check the company’s vision and mission against the candidate’s values. Do they hesitate to see how the company’s vision will help them achieve their highest values and personal goals?
If they do, this will affect their dedication, inspiration and creativity in their potential role. The greater the degree of hesitation – the greater the reason not to hire the person.
This additional hiring process saves a company money and time. For a free online value determination test, visit www.drdemartini.com