Many time we found that skillful resources do not able to execute their telnet up to the mark. You will be surprise to say that an average company is utilizing their 67 to 70 percentage of the skills of their 100% employees. These are the key points who can answer your ” why “..!!
– At the time of interview we use to check with the JD but do not note or ask them that what else they could do apart of JD or pre define KRA.
– Opportunity to take charge or challenge for the out of KRA is not given to an employee in the same domain.
– Employee has no space of span to think upon the major road block or missing support they required to improve their performance towards pre define responsibility.
– Employees are just slip in to their comfort zone and continue the way its working and once it comes to their saturation point they change the job.
Let see the real example here:
I had one friend who work in BPO and joined IT company to call US clients and have initial level of conversation. He was doing the task perfectly and working since 1 years with minor growth in his package and designation. When I observed and ask him that why dont you take the lead one step further.. and bring near to closer. He said it was not allow as per my KRA, if you allow I love to do that and I did the same for with BPO career. And after my authorization for the same he have performed beyond my expectation and get good business.
So, the bottom line is ” If we understand employee psychology, their strength, their area of interest relevant to company offerings to client, and allow him to prove themselves with opportunity of grow , then you will find more improved results. ”