When we discussed the People Analyzer, we talked about some of the questions you would consider for each role:
- Does each person fit in their role?
- (Yes/No) Do they get it – fully understanding the ins and outs of their role?
- (Yes/No) Do they want it – do they wake up feeling motivated and ready?
- (Yes/No) Do they have the capacity to do it – are they free from mental, physical, and emotional distractions that would prevent them from doing their job?
Collectively, these 3 questions are known as GWC – Gets it, Wants it, Capacity to do it. And generally, each person should be a Yes for each question.
Gets it
This fundamentally describes if someone understands their job and that they know what needs to be done to be successful. If they require constant coaching and direction on what to do, they don’t get it. The one exception to this would be during the training/onboarding of a new employee – when someone steps into a new role, or is promoted, there will be a learning curve – they won’t always know immediately how to do everything. At the start, they should have time to learn any new processes and settle into the role before being judged too harshly here.
Wants it
Do they want to do the job, most days? No one wakes up every day, 100% wanting to do their job. But most days, they should want to do their job and succeed. If an employee doesn’t want to do their job anymore, it’s clearly time to re-evaluate.
Capacity to do it
This is the trickiest of the 3 questions, asking if the person has the emotional, mental, and physical capacity to do the job. Capacity can change over time, and certain events can cause your capacity to change very quickly. In general, you should consider if the person is generally capable of doing the job from an emotional/mental/physical perspective. An extremely introverted person may struggle if they are asked to be an extroverted salesperson – they may not have the long-term emotional and mental capacity to handle that role. Other situations might be short-term – a new parent might have lower capacity as they adjust to a new schedule.
It’s important to distinguish between this Capacity and the amount of work that a person takes on. This question is asking if the person has the right temperament to be able to do the work. In small companies, you may be tempted to say that everyone has a Capacity issue because they are each filling multiple roles, and don’t have the capacity to work 24 hours every day. That should not necessarily be a No for Capacity, but instead should prompt the team to look at the Accountability Chart again and determine if a change is needed.
Bringing it all together
For someone to be the right person in the right seat, they must be a Yes for Gets it and Wants it. For Capacity, they can occasionally be a No – but there should be a clear path for getting them back to a Yes. When completing the People Analyzer, the entire team needs to look at each person objectively and assess if they are truly the right fit.
If you are looking for additional insights or a facilitated session, contact us today!