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If you had to assign a critical project to one of your employees right now - who would you pick? Who would really throw themselves into the project? Who is dying for the opportunity to prove them selves? Not sure? That's understandable.

If you're like most managers, you probably find it difficult to assign projects to exactly the right people. As a leader, you know it's important to align employee talents with business needs. However, it's not always easy to recognize what the employee wants to contribute, especially when you have a full plate of your own.

When assessing the talents of employees, you'll probably encounter one or more of the following problems:

Employees don't share their talents. Many employees grew up being told that self-promotion is bad. They were told that good work is noticed on it's own and that bragging about their abilities is in poor taste. As a result, employees wait quietly for others to notice them, and may be overlooked because of their modesty.

Employees don't reveal their interests. Many employees are used to doing exactly what their boss tells them. This is great in a factory setting, but not so good for a manager who is looking for initiative. In today's fast-paced workplace, you don't have time to figure out who is the best employee for the job. And the less you know about your employees' talents and interests, the more time it takes you to figure this out.

Wouldn't your job be easier if you knew what employees loved to do? In my book, Play Your Best Hand, I urge leaders and employees to talk about they talents. I invite employees and leaders to develop a contribution statement. Basically, a contribution statement is a short statement or 'sound bite' that clearly articulates your talents and what you have to offer to the organization. The contribution statement lets you know what employees love to do and where they can add value.

Here's are few examples of Contribution Statements:

"I like to keep track of numbers. Call me when you need to know the real cost of a business decision. I can help you make sense of complicated financial statements." 


"I am a creative problem solver who helps others implement their ideas. Call me when you have a sticky problem you want resolved. I can help you figure out a solution. I love to use my mind to tackle such issues."

Why ask your employees to develop a contribution statement?

You might know that one of your employees is good with numbers and finances, while another excels at creative thinking. Yet it's easy for this information to slip your mind just when you need it most. For leaders working in a fast-paced environment, it's critical to be reminded of talents and how each employee can help you achieve your goals.

• Helps employees clarify in their own minds what abilities they can bring to the company.
• Encourages employees to share their talents.
• Helps you decide who to delegate future projects to.

Assigning work to your employees can be difficult. Few workers are assertive about their interests, and even fewer think about the specific value their talents bring to the organization. No wonder it's so hard to choose the right employee for the job!

Ideally, you encourage employees to brag about their abilities. Doing so helps employees recognize their talents and translate these abilities into a "what's in it for you" statement that is meaningful to customers and co-workers. By asking employees to brag, you invite them to articulate the value they bring. Knowing their talents makes your job easier and sets employees up for long-term success.

Topics

• Developing Employees