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11
Jun 18

Unpacking employee value at work

Adri Dornbrack

Employee value (and compensation) can be a sensitive topic for some, especially if you’re the employee. It is often tip-toed around in interviews and complained about amongst friends and family.

Objectively determining the value that employees add at work is essential. Business should find a way to lessen the negative emotions or personal feelings around this topic, and employees should begin by understanding what's expected of them and then ensuring that it's achieved. 

Adding value at work isn’t about simply “pushing through” to complete tasks that sometimes just feels mundane to be “seen as useful”. It is about understanding why you do what you do, and then tackling each job with passion. 

How to value your workers

The Imenent Performance Management System assists managers and individuals by helping them understand roles and expectations. The system equips employers to identify obstacles their employees may face, and it helps them identify talent by enabling them to understand what the employee’s functions, talents and areas of development are.

Related: 10 Employment Acts start-ups must know when hiring employees

Imenent’s approach supports value in the workplace by acting as the voice for both the employee and employer, to fill in any gaps that may appear and build the relationship between both parties.

There are three important points to consider when exploring the concept of employee value in the workplace. As an employee, it is vital to focus on the why, how and what of your role when aiming to increase your perceived value in the workplace.

1. Why you do what you do for a living is extremely important

The why would be intrinsic to each person, and it will change as individuals embark in different stages of life. Personal and career goals are bound to change. The key is to ensure that your personalwhyconnects to your current place of employment.

2. How you do your work is all about the processes and systems

There should be a link between an organisation’s values and employee values. This automatically results in a culture fit. When an individual is part of a team that does not share the same core values, it will affect his/her outputs and value then drops too.

3. What are you employed to do?

There is a difference between a job function and competency. You add value by increasing the quality and quantity of your function. To perform at the desired level, you need to be efficient in your role and operate with competencies that are a result of certain behavioural traits or skills.

Related: 21 Ways to reward your employees

Attitude is one of the competencies. When you portray a good attitude and willingness to learn more and truly understand specific tasks, you’ll find that your workplace value will increase.  

Focusing on these points would help individuals evaluate their current output status. Universal value leads to consciousness of individual strengths, weaknesses and then empowering individuals to shape their role to increase the quality and quantity of their outputs.

Published inhttps://bizconnect.standardbank.co.za/manage/human-resources/unpacking-employee-value-at-work.aspx

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