At work, proactivity implies showing responsibility and commitment to improve individual and organizational performance, instead of “sitting down” to be entrusted with a task.
The proactive person does not wait for others to make decisions for him, proceeds anticipating problems and acts in a situation that warrants it. In short, it is the opposite of indifference.
That said, it is worth asking: How to encourage initiative, proactivity, among the members of a work team?
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In an article published by Management, César Antúnez de Mayolo, professor at Pacífico Business School, comments that a proactive attitude has to do with dealing with situations or tasks that need to be controlled.
At work, it implies showing responsibility and commitment to improve individual and organizational performance, as is the case of proposing changes that can improve company processes instead of “sitting down” to be entrusted with the task.
According to the American Psychological Association, those proactive individuals are motivated to achieve goals, setting themselves high standards to meet them, mentions the publication.
As managers, we would like all the members of our team to demonstrate a high commitment to the company, acting with initiative and proactivity, he adds.
In order not to depend on chance, it will be vital that we demonstrate trust and support to our collaborators with concrete facts, which for every leader, more than an option, is an obligation.
How to promote proactivity?
That said, take note of these guidelines to promote proactivity in collaborators:
We encourage employees to be aware of their strengths and weaknesses, striving to improve.
Let’s make them accountable for their own tasks and measured by real “handoffs.”
Let us ensure that their emotions do not dominate them, preventing them from reacting aggressively in situations of extreme stress.
Let’s make their communications assertive to get what they need and that they can assert their points of view in front of others.
Let’s take care that they focus on work and not on unimportant issues, avoiding being distracted by gossip or making unfounded complaints.
Let’s use 360° surveys. If a worker does not know what his strengths and weaknesses are, it will be difficult for him to know what he needs to improve on.
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