NLP enables us to systematically look at the things around us. Let us seize this opportunity for their own purposes.
In any company, big and small, there are those who can afford everything, and it will still love, cherish and groom and those who are afraid to do something wrong, that is not fired. And this difference is not always determined by the position. To more clearly see what distinguishes the company elected officials from all the others, let us forget for a few minutes of their position in their company and look at the organization as a system view of a reasonable observer.
What is a "plank of dismissal"
All of us can be divided into two categories: those who can be dismissed and the specific loss of this will not bring (if not save money, and those whose dismissal should not be allowed, otherwise the company will suffer a serious loss. Thus, if carry out this hypothetical line, we get two classes of staff: "exchangeable" and "indispensable" employees.
And here is more accurate to define the word "irreplaceable". It is clear that in general, you can substitute any. But if you talk about it seriously, the first question that arises from the educated director: What's the price of the replacement, or that we change it? And that assessment is complete, you need to take into account not only the money rotating around the officer, but his "intangibles." And here begins the fun, because we are considered "invisible", but potentially much more money than live behind a specific person.
The most obvious example of an intangible asset, the contacts and connections. A Sales Manager is the client base and contacts of key customers, which pose a major turnover of the company. However, this is true only if the clients linked to personally own manager rather than a company, but it is depends entirely on how the manager works with them.
But customers are not the only asset. Similarly, and even more valuable business contacts with the right people on the other side of trafficking: for example, with the exclusive supplier or a good acquaintance with the people in government.
The second rather obvious example of an intangible asset, the know-how: a unique technology, or professional capacity, which owns the employee. For example, the programmer who created a system in which the company and all its partners, will be in the company worth its weight in gold. Because in case of failure to any other programmers need to understand a lot of time and the company at this point would be millions of dollars in losses.
For this category of intangible assets can be the same and all the other high-class, whose ability to super-professional and unique. It can be a lawyer and accountant, and cook, hairdresser, and even if he clipper so that it goes all the elite of the city.
Third, it is equally obvious example of an intangible asset, it is the name of the person. The name, which accounts for clients and for which respect the company. This may be a consultant, journalist, coach, or a doctor. I even knew a realtor, whose name has raised the image of real estate agency, where he worked.
These intangible assets are, of course, the strength, but not the only thing that can make an indispensable employee. There are assets, based on the human factor, and one of those assets, it is public recognition. In large companies in an era of change was often a case when, along with one officer left the entire team, and if his decision to remain - and remain all the rest. And not always the man is the head - the same way they might be one of hundreds of rank and file managers, who simply love and respect of his colleagues.
These categories of intangible assets, it is also much more. Every business has its own specifics, and, with its light, you can find several factors that make an indispensable person in the company. To see them, you just need to figure out what you are looking at us through the eyes of its director and objectively assess the benefits (both direct and indirect) makes every employee in his place.
How to move the bar for dismissal.
It's very simple, just a little diligence. Do the following:
1. Identify the post for which you are going to work next year, taking into account the possible increase or transfer.
2. For each position make her a list of important intangible assets Officer (from the director). Choose one of these lists, assets which you seem to be more accessible to you.
3. Check out this list of those intangibles that you already have, and think about what assets you can acquire or develop during the year. You do not necessarily possess all the assets from the list - better to have something, but for most, than just a little.
4. Select from the list of the intangible asset, which you can get on a qualitative level, faster and easier for all. Put ето first item.
5. Take Action!
I know many would say that there is brass, which does not match anything. And maybe even someone believes that he is exactly the type of heads.
This I can say the following. If your director's head, as he himself did not, he knows that such intangible assets, behind the officer, and knows how to evaluate them as good as you. And if he had no head, then, believe me, is somewhere near there are companies where the director's head, and, most likely, there things are better and pay more. The main thing is that you have the weight and knew his own worth. Because sometimes, all you need to do to resolve the issue with the work, so back the focus of their attention to broader framework of the company.
Posts
