3 quick tips for mining untapped potential in your organization

IBM employees interact virtually. Photo courtesy
of Google Images.

Everything from hiring freezes to budget cuts has challenged managers to conduct business as usual with substantially fewer resources—time, money and talent—at their disposal. That said, a new study conducted by Accenture and released to BusinessWeek reveals that a significant percentage of men and women—49% and 46%, respectively—worldwide believe they are insufficiently challenged in their jobs.

This is great news for those managers struggling to do more with less. That said, the fact that they are still struggling to do more with less, and that almost half of surveyed employees feel underutilized, means there is a disconnect.  Here are some tips for closing the gap:

1. Start customizing career offerings: Boilerplate job titles are useless, and they have a way of unintentionally restricting collaboration with other organizational departments—not to mention the toll they can take on creativity. Instead, shape job descriptions according to the company needs that can best be met by the employee. This might include a seemingly disparate combination of responsibilities, but in the end employees will be far more productive—and far happier—if their talents are being put to good use. As a manager, you will be too.
2. Create mentor programs: One of the best ways to cultivate talent and foster community within a company is through mentor programs.  Another advantage: It’s an inexpensive way to do both of the above. But to make these programs successful, don’t force them on employees. Instead, tap people who demonstrate good leadership skills and a penchant for taking on new projects, and offer them a position as a mentor. Then, ask for their input in developing the type of mentorship they will offer.  This will feed their creative energies while bestowing some of their unique skills onto other employees.
3. Make technology an enabler:  Digital platforms are prime vehicles for connecting employees, fostering the exchange of ideas and encouraging collaboration. Plus, it doesn’t have to cost you an arm and a leg to implement basic channels. Survey employees to find out what skills they would like to develop (make the options creative and specific, not bland and general like “leadership”). Then use your company intranet to hold virtual seminars. Offerings like I.T. 101 and basic graphic design are examples of mini-classes you can hold to encourage employees to expand their horizons. Or, if your organization has a killer digital infrastructure in place, think big, as IBM does with events like its Innovation Jam.