Feeling Dissonance at Work? Don't Misdiagnose the Problem!

Managers:

You need to know the innate motivations for each employee.

You need to know what their Owner's Manual says about functionality.

Amanda salvaged a major project last year which saved the company tens of thousands. She wasn't even asked to do this. She's the best software engineer in the company. Naturally, she accepted the Project Management promotion she received which came with a nice bonus.

Now, five months into the promotion, she just voiced to her husband that she wants to quit. She's frustrated with her team's lack of motivation and spends too much time trying to manage others.

"My boss says I'm the best engineer in the company and he loves my initiative, but he wants me to manage all these other people who just want to clock in and out. It's so frustrating! It's like, that's not how you make it in this world, buddy. I did my time in this industry and I don't know why these people aren't trying."

Amanda's feeling overwhelmed and bored at the same time. She even has a worse opinion of the company, too.

Where is the problem?

Knowing Amanda's innate motivations gives reason to successes and failures at work.

When Amanda saved the company tens of thousands last year, it was because her innate motivation was perceiving of a need that others don't see and figuring out a solution in her own time. Each word being imperative.

Don't Misdiagnose the Problem, It Might Suffocate Another Area

When someone gets into an ER with a broken arm, the doctors don't start with antibiotics. This doesn't help the fixing of the bone. It even might do damage in other areas waiting for the arm to get better. Likewise, Amanda would do well to realize where she is feeling the dissonance at work instead of "throwing the baby out with the bath water."

Assuming that she has been through our assessment and knows that her "innate motivations" in life are:

1. Perceiving of a need that no one else is paying attention

2. Crafting a solution specifically behind the scenes then presenting it to authorities

3. Working independently

then we now have a quick "Owner's Manual About Amanda." We can guarantee that she will thrive in those situations! Unfortunately, we can also guarantee that she'll sink if the opposite circumstances are present! That's called a blind spot, temptation, or weakness.

Therefore, the next correct steps would be to allow Amanda to train others in her approach and methodology, but not necessarily have to manage them on a daily/weekly basis. The company makes money if they practice that. She will be happier, retain her tenure in the company, and produce a better quality product.

And the company will save lost time and money. That's why investing in your employees is so necessary.

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