Everybody knows that, from time to time, it is necessary to take stock of things or to get rid of old stuff. New things are always pleasing to the eye. In every company, there is a “tradition” of renewing personnel. Either a director didn’t find the levers to make an employee work the way they want them to, or they want new victories on the way to business heights. And for whatever reason, there is an opinion present, that a new person will be able to make the director’s dream come true. It’s a disputable issue. And it will remain forever disputable until the director gets a clear idea themselves of human resources, fulfilling assignments given to them.
It’s absolutely clear that personal efficiency depends on many factors. But the most important of them is motivation. To create motivation for an intelligent team member, who is striving for more, is much more difficult than for a person, who is ready to work for minimum benefits. If you are able to motivate a person financially, considering all of their God given talents and skills – respect and honor to you. If you don’t know your team member thoroughly (all their advantages and drawbacks, which are concealed and not reflected in their CV), they won’t be super effective. A person will quickly get their bearings in the proposed tasks and will create a comfortable environment for dwelling in the company, which will allow them not only to send letters to clients and to fill out documents in programs, but also to play backgammon or billiards on their computer.
Assessment of personnel in context – “extraction of all character traits from the person, that can influence their daily activities, influence of these traits on the atmosphere in the group, that invisible, but very important thing, which is so actively concealed behind seven seals” - will allow you not only to save money by creating motivational schemes, but also to understand, if it’s possible to raise an employee’s efficiency or if they still should be replaced with a new one.