No matter how proficient, or even excellent, we may be at our jobs, we can always find ways to be better. But to do that, we have to first become aware of the areas of improvement that deserve our attention.
Whether you’re a manager conducting performance reviews or an employee working on your own professional development, here are some areas of improvement examples that can assist you in the process.
Integrity involves being honest and upholding strong ethics and morals. It’s an essential component of building trust. Without integrity, even the most capable and talented employee can undermine your organization.
Some questions to ask:
Initiative refers to a person’s ability to take action without goading. A person with initiative steps forward to get the job done, even when no one asks them to.
Some questions to ask:
Ambition shows that an employee is highly driven and wants to improve themselves and the company. An employee with ambition aspires to be better than they are now.
Some questions to ask:
Time management is the ability to optimize time at work by planning tasks and setting proper priorities and expectations.
Some questions to ask:
Contrary to popular belief, leadership isn’t just for managers and executives. Every team member should be working on their ability to lead and influence others.
Some questions to ask:
Delegation refers to assigning tasks to someone else, especially if the other person is better suited for the task. It’s essential for time management and productivity because it prevents the employee from wasting time.
Some questions to ask:
Effective communication is a highly sought-after skill. It’s crucial to evaluate how well your employee relays and receives information at work.
Some questions to ask:
Your organization employs multiple people, each with a specific skill set and role, but as a whole, each team member must work together for the company to succeed. Every employee needs to be able to cooperate with others and use each person’s strengths to create the best possible result.
Some questions to ask:
No matter the role, decision making is going to be an essential part of any job. Regardless of the employee’s specific decision-making style, ultimately, you want them to show the ability to make sound decisions that benefit the organization.
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Without goals, employees will grow aimless and stagnant. Setting and achieving goals is essential to professional development.
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Don’t underestimate this “soft skill”—empathy is quickly becoming a highly sought-after skill in the workplace, and for a good reason! One benefit is that it can improve your retention rates. Ninety-three percent of employees surveyed for Businessolver’s 2019 State of Workplace Empathy Study said they are “more likely to stay with an empathetic employer.”
Some questions to ask:
Every organization relies on creativity to stand out from the competition and help customers. Creativity refers to the novel ways your employee finds to carry out a project or solve a problem.
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You hired this employee for a specific role, so of course, you must ensure they display the knowledge to fulfill the duties stated in their job description.
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Productivity refers to the quantity of work performed, as well as the degree to which the employee’s time is optimized.
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Quality of work assesses the accuracy and excellence of what someone produces. An employee might be extremely productive, as in, they deliver a large quantity of something, but the quality of what they produce may be lacking.
Some questions to ask:
Dependability means you can rely on your employee to do what they say they’ll do.
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While every job comes with a description, every role can expand into new areas at times. This is especially true for startups, where things change quickly. For that reason, employees must be flexible.
Some questions to ask:
If you found some areas of improvement examples that you can relate to—that’s not a bad thing! Every employee should be striving for improvement, and becoming aware of blind spots is the first step to reaching your full potential.
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