Sense of Improvement

As much as employees need a certain sense of control over their actions, as much do they need a sense of improvement over time. In a society where self-actualization becomes more and more important, the growth mindset has fought its way into our daily life. People see room of improvement for diverse aspects of their lives and work towards self-set goals because they believe in the concept of self-improvement. When employees feel that they successfully worked on their skills and now see a better version of themselves, they acknowledge their work and get more motivated to improve other aspects of their self. These employees will not only master their current tasks, but look for new challenges to grow as an individual which not only leads to higher performance but also increased critical thinking within the company. This helps to eliminate malfunctions and source new ways for problem solving.  It fosters innovation and creativity. Therefore, it is important to grant employees this sense of improvement by constantly driving them towards new challenges, by encouraging them to track and evaluate their own actions and by creating a culture where self-improvement is rewarded.

As one can see, this sense of improvement is closely tied to giving continuous feedback, setting clear goals and spreading a sensation of control. In fact, all seven pillars of effective leadership are closely inter-connected. Managers should provide employees with the feeling that working in the company is continuously improving their skills and knowledge, providing a positive base for them to stay within the company in order to get better. Some individuals and some positions demand, that this improvement is focused on a deep specialization, whereas others improve their capabilities by adding more and more to their individual skill-set.

A low value under 30 for “Sense of Improvement” on the Beacon Dashboard shows that the employees are simply repeating their tasks over and over again without improvement or the attempt of trying things differently. These employees might not feel challenged at all and even think that one’s chances of growing are hindered by the structure of the company, which implies low motivation on the job. A high value above 70 shows a workforce that perceives individual improvement over time which makes them feel in the right place, where they are valued and where they can grow to achieve higher levels of self-actualization throughout their working lives.