What are you doing to maximise employee potential in your workplace? According to a recent study by the Association for Project Management, half of UK employees are frustrated that their potential is being wasted in the workplace. Many feel as though they are not able to progress from their current role as there are not enough opportunities for them to do so. In addition to this, 19% (almost a fifth) claim that their role doesn’t offer any form of training that would help them progress from the job they are currently doing.

The poll of 2,000 workers revealed that 53% of respondents are actively seeking new roles that better fit their skillset or offer better job progression. More shockingly, nearly a third admitted that they are hiding secret skills that are not part of the job description for the current role.

Speaking to the Independent about the poll, Chief Executive of the Association for Project management, Professor Adam Boddison said:

“So many people feel they are not being used to their full potential and would relish the opportunity to maximise their communication, organisational, planning and project management skills.”

At Develerate we are passionate about lifelong learning, and we love to see people reach their full potential in any role so this research concerns us, but it’s not all bad news – in some cases employees and employers simply need to talk to each other and come up with a plan. Here are 4 things that you can do to address some of the issues highlighted in the survey and maximise employee potential in the workplace, whether you are an employer or an employee:

Communication

As an employee:

Good communication is crucial in the workplace and the main factor holding people back is fear. Sometimes employees simply don’t know what is available to them and they are too frightened to ask. As the old saying goes, if you don’t ask, you don’t get!

We believe in speaking up and teaching people how to be confident and comfortable in their roles. This can be an absolute game changer whatever stage you are at in your career.

Of those polled, 21% felt uncomfortable when asking for a promotion or pay rise, and 11% believed their bosses were unapproachable on the topic. Although 70% of men and 50% of women said they had received a promotion once they simply built up the courage to ask for one.

As an employer:

Make sure that your employees know what career progression or training is available to them. Sometimes it is easy to assume that they already know but it could be that they are too scared to ask if they are afraid of the answer. By giving them a clear progression path along with training and mentoring or coaching if needed, they will feel fully supported and will be more committed and confident in their role. Having a sense of purpose can also make people feel happier in general so they will be less likely to quit and work elsewhere. The majority of employees said they would prefer to stay where they are and work their way up if possible, so it’s up to you to make sure they can.

“It can be easier to try and stay within your own company and move up if that network is available. But our research found, for many, they’ve hit a roadblock in how far their current company can take them.”

– Professor Adam Boddison

Training

As an employee: Of those who felt that they weren’t getting any decent training within their role, 1 in 10 reported that they were taking evening courses in their own time, to improve their prospects and leave their current position for something with a better salary and /or career progression. These people also reported feeling more confident because they had taken steps to address the situation. If you’re not sure if your employer offers training in your role, again it’s time to ask. If they don’t and you feel like there is something that you need to cover within your role, then it could be time to tell them about Develerate!

As an employer: According to the study, 46% reported feeling less confident about asking for training to expand their skill sets if it was not offered to them by those higher up. Do your employees know what is available to them? Are they feeling supported? Have you got someone on site that has basic first-aid training? Do you think it’s time you covered equality, diversity and inclusion in more depth with your team? If so we have got a great range of courses and training including in-depth CMI-accredited in Management and Leadership and Team Leading.

Appreciation

“There is a risk that people may end up becoming indispensable to their department, so management is reluctant to let them move on and spread their wings. Managers who understand that what’s best for the employee overall is best for the company, are what you hope to find in the workplace.”

– Professor Adam Boddison

As an employee:

One of the most shocking things revealed in the study was that some people are hiding their talents in their current roles for various reasons. Around 40% said that they believed they had leadership skills hidden below the surface but they did not present them in the workplace. 38%, believed they were skilled in project management and time management, but they were holding these back in their current role. This could be because they don’t think they are being paid enough or that they would not be recognised or appreciated for applying their skills in their role. Some may also be worried that if they are too good in a particular role their management may be reluctant to let them progress as they are needed where they are, they may begin to hide their skills because of this and start looking for a new job. If you don’t feel appreciated it’s time to speak up and work out a way to use your hidden talents and get paid for them.

As an employer:

It is not a good idea to hold your employees back just because they have become indispensable in a role. The mental and emotional well-being of your staff should be paramount (part of the triple bottom line we talked about in our article about sustainability). Failing to allow someone to progress will ultimately end up harming them and your business. Always make sure your employees feel appreciated and valued. Engage with them and support them with training and offer new opportunities and responsibilities where possible. This also sets a good example for other team members to demonstrate what is possible if they apply themselves.

Feedback

As an employee:

Like asking for a pay rise, we can often be too scared to ask for feedback for fear of what we might learn, but if delivered empathetically and constructively you can stand to learn a lot and it can help you to identify strengths and weaknesses that can be addressed with training or mentoring. You may also find you are more efficient or experienced than you realised and can share some of your knowledge with your co-workers.

As an employer:

This is a great way to identify areas for improvement whilst also recognising achievements. It enables you to create a better strategy for increasing individual employee potential and productivity. When giving feedback, make sure that you apply a balanced approach, including both positive and negative aspects and choose your language carefully.

Ready to maximise your potential in the workplace? We’ve got everything you need to improve your prospects. Whether you’re an employee feeling stuck in a rut or an employer looking at better ways to engage with your team and develop their skills and confidence.Email hello@develerate.com and we’ll talk you through your options. Alternatively just check out our Training and Coaching and Mentoring pages on our website to see what we have to offer.