So called ‘over-enthusiasm’ should not be seen as a problem that requires managing, but as a source of business potential, according to HR consultant Martin Nally.
Founder and managing director of HRanywhere - a HR services company, Nally said communication and listing 12-month objectives was the key to harnessing the potential of enthusiastic employees.
Writing in startupsmart, Nally said communicating with employees so they see where they’re making a difference is highly important, and doing so will focus areas where deliverable changes can be made.
Nally identified the key tips for making the most out of the not-so-silent achievers as:
Stress the areas where employees can make the biggest strategic impact on the overall business plan (areas where there is genuine scope to deliver a marked change)
Ensure the employee identifies their own objectives, but reasonable changes which are mutually agreed upon can be made
Communication is the key, and it is essential to communicate that unbridles enthusiasm can be disruptive and even confusing for clients and colleagues alike
It’s important to set rewards and incentives to allow for recognition of positive contributions.
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