Here’s an excellent (as usual) article from Harvard Business Value: https://hbr.org/2016/09/the-elements-of-value. It reveals results from a study about customers not being interested just by Quality, Delays and Costs (as simplified in #Lean), but also by much more different criteria (30 in total):
The question raised by Alexis Nicolas is: Why about using these 30 elements to evaluate the perception of a collaborator about his job and the company he works for during periodic assessments?
The hierarchy is reproduced below, but to make a long story short, we could synthesize the levels with the following reading grid:
- at the functional level: this corresponds to the traditional employee assessment where his/her contribution is evaluated. Only with much more details;
- at the emotional level we could assess how the employee feels in his/her job and what are the factors inciting to contributing more than the job description;
- at a life changing level we can start to identify how the job or the organization is helping the employee grow and whether (or not) it gives reasons for him or her to fight for doing the job;
- and at the social impact level we can assess whether the employee feels the job as a way to contribute to something bigger than his life, toward the world: that’s what’s is the more motivating for someone and which has the power to turn a job into a life mission.
Thanks Alexis for the mind-blowing question!