Three advices from Harvard for the best performance

The appropriate use of your employees skills, is one of the best ways to achieve success. We live in a society that a single individual is able to do things that only large companies could. Some of those things not even the largest organizations could do, years ago.

Through the technologies currently availeble, and collective intelligence existing in social network, a single individual is able to organize social movements that can bring down governments, or disrupt a  large software company system.

Identify who has this ability, and the ways to use it for the best performance of an organization may be a difficult task, but here are three advices that will help you in this process.

1 – Change how you measure performance

The value you seek from employess, and how you recognize and reward them, should not be measured only by their internal production. It should also depends on how they interact in external communities that may be important to your company.

2 – Design the organization to support individual initiative, not control employees’ actions

By doing so, you can create an enviroment where the work structure in your enterprise is organized automatically. So, it will be easier to perceive problems and the solutions needed to solve them.

3 – Scialize your underused assets

Most of the companies have a surplus of resources. Some have unused space, others have equipment that are rarely useful, and in some cases, there are even talent being wasted.

To avoid wasting resources, a good alternative is to make it available to a community wich the work you want to encourage. Doing thai, you may find new employees with great potential, or encourage those who could be being underutilized in your company. can help you managing your teams, and set the proper workflow. With a system of organizing and prioritizing tasks, this tool have the primary goal to make each individual reach the real potential, working on what really matters to the company.

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To read the original article from Harvard Business Review, click here


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