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3 May 2023

Why Employees with Passion Are Your Biggest Asset

Jairek Robbins

 

A lot of things come to mind when you think of the most desirable qualities an employee can have. Most likely, you’ll consider a strong work ethic, ambition, or strong leadership. While these qualities are undoubtedly significant and contribute to better performance, there is only one trait that determines if an employee has the desire and will to perform at a specific level. Passion.

Passion makes the difference in employee dedication and output in a company.
What then characterizes passion in the workplace, why is it so important, and how can you identify and foster enthusiasm among your staff members?

What is Passion and Why Does It Matter in the Workplace?

 

Passion is defined as a strong sense of excitement or enthusiasm toward an object or activity. In the workplace, this equates to employees who understand how important their role is to the mission of the organization.

Employees who are passionate about what they do are more loyal to their employers and are better equipped to handle the many obstacles of a globalized economy.

According to a Deloitte survey, passionate employees have these three characteristics:

• A long-term commitment to make an impact in their field of expertise that will endure for some time.
• A questioning disposition that motivates them to go above and beyond their primary duties. They continually explore, test, and push boundaries to discover new opportunities and learn new abilities.
• The desire to create meaningful connections with their colleagues and others in their career network. They collaborate effectively with others to solve obstacles, learn, increase their knowledge, and develop their skills.

Why Does Passion Matter?

 

1. It drives performance. One of the biggest benefits of having passionate employees is that they tend to perform better than non-passionate ones. They are more likely to be engaged, focused, and committed to achieving their goals and those of the organization.
Passionate employees are willing to put in the extra effort to ensure that the job gets done right. This level of dedication and enthusiasm can have a significant impact on the productivity of the team and the company as a whole.

2. It drives self-motivation. Employees who are passionate about their work are inwardly driven to learn, attain their goals, and develop their abilities. They question old norms and provide fresh viewpoints in their field of expertise by reframing problem-solving methodologies.

Passionate employees are excited by new challenges and possibilities for self-improvement. They also have the company’s best interests at heart and are dedicated over the long term.

They are less concerned with money and recognition. Instead, they concentrate on what they enjoy doing every day.

3. It builds the company’s image. Passionate employees are often the best ambassadors for the company. When employees are enthusiastic about their work, they tend to speak positively about the company to others. This can include their friends, family, and professional networks. These positive word-of-mouth recommendations can help the company attract new customers, employees, and partners.

4. It is infectious. Passionate employees tend to have a positive ball of energy that is often shared with everyone around them—colleagues and customers alike. This positivism can result in a more enjoyable and productive work atmosphere, enhancing team morale, lowering stress levels, and, eventually, improving customer/client relationships.

How to Identify Passionate Employees

 

You may verify that candidates have the necessary experience by looking at their resumes. However, determining if they possess the commitment and motivation necessary to perform at a high level can be far more challenging. So, how do you spot passion in a potential or existing employee?

During Hiring

Listening is essential for identifying potential passionate employees. Instead of focusing simply on hiring people with certain experiences, ask questions geared to elicit passion. Here are some interview questions to think about:

• How would you define career success?
• How would you spend your time if money were no object?
• What aspect of your work most makes you happy?
• What scares you about this position?
• What are your inherent talents?
• How do you stay up-to-date on news and trends in your industry?
• How do you connect with peers in your field?
• Beyond pay, what motivates you to get up every day and go to work?
• What sets you apart from the competition?
• What would you change about our company if you were in charge for a day?

Within the Current Workforce

While you can still utilize the aforementioned interview questions to determine whether or not your current staff is passionate, Deloitte has identified eight predictors that companies can use to determine whether or not a worker is enthusiastic:

• To what extent do they love their work?
• Are they encouraged and motivated to work on issues that interest them as well as those that fall outside of their primary responsibilities?
• Are they encouraged to collaborate across departments?
• Do they make an effort to include outside perspectives in their work?
• Do they share their favorite aspects of their employment with friends, both coworkers, and those outside the company?
• Do you find them working extra hours when they don’t have to?
• How do you rate them in their performance evaluations: below, meeting, or exceeding expectations?
• Do they voluntarily choose to work, sometimes even during breaks?

How Do You Foster Passion in the Workplace?

 

Passion is a soft skill, which means it cannot be taught. You can’t make a person optimistic or enthusiastic about their work. Passion is an emotion that is more or less unique to individuals and only flourishes or fades depending on the surroundings to which one is exposed.

Employers can thus take the following steps to guarantee that they establish an environment that allows their employees to reach their full potential:

1. Get your employees more involved
Your employees are the organs that keep your business alive. For instance, you can allow all employees—from the executive level to the front line—to be a part of the problem-solving process by sharing the key issues the company is facing. Doing this will help them understand the impact they have on its performance and make them feel like they “own” a part of the company.

2. Positive feedback and reward
Employers frequently criticize an employee’s wrongdoing without emphasizing their positive contributions. Positive reinforcement and rewards increase employee confidence, motivate them further, and ultimately pave the way for passion.

3. Show empathy
Showing empathy when dealing with underperforming or unfavorable-thinking employees allows you to assess the situation from their point of view and perhaps even spot organizational growth opportunities. You can at least gain some insight into their thoughts and collaborate with them to develop a solution.

Final Thoughts

 

While many qualities make for a successful and desirable employee, passion is a core value to the success and growth of any organization. Organizations that value employee enthusiasm and cultivate a passionate workforce are more likely to experience enhanced employee retention, higher productivity, and a happier workplace.

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