Passion—What Differentiates Good Workers from Great One

赖彩云 Jessy Lai Chai Yun-love your job
[vc_row type=”in_container” scene_position=”center” text_color=”dark” text_align=”left” overlay_strength=”0.3″][vc_column column_padding=”no-extra-padding” column_padding_position=”all” background_color_opacity=”1″ background_hover_color_opacity=”1″ width=”1/2″][vc_column_text]Passion—What Differentiates Good Workers from Great Ones

Employees who are passionate about their careers are more productive, more innovative and inspire those around them to do their best. They are often the biggest assets to any organisation they work with. As such, top companies always view passion as one of the key requirements in hiring. At Mon Space, we are constantly on the look out for passionate people to join our team.

Nevertheless, it takes some skill and experience to identify passion. Recruiters who are trained to only focus on technical skills or an impressive CV often ignore subtler qualities that predict passionate performance. So how can you effectively recognise and recruit passionate people? Here are some tips I’ve learned over the years, hopefully they benefit you.

In “Unlocking the Passion of the Explorer,” Deloitte pinpointed three attributes that characterize passionate employees:

•“Commitment to Domain,” or the desire to have a lasting impact on an industry
•The “Questing” disposition, or the drive to continually push boundaries, probe for opportunities and learn new skills
•The “Connecting” disposition, which leads passionate employees to seek out meaningful interactions with other experts to keep developing themselves

Passionate candidates can clearly explain what excites them on the job and the work that satisfies them. They’re often thinking, reading and talking about their passions even when they’re not at work. This attitude often helps them find new ideas, which is why they can be a source of creativity and innovation. To them, “work” is not something tedious and painful, but fun and gratifying.

But let’s be honest: “doing what you love” is a luxury that not everyone can afford. Moreover, if everyone chose to only do what they love, a lot of important work simply wouldn’t get done.

This is where good managers need to know their role in developing the people who work for them. The good news is that it is possible to develop passion for something you never thought you would love. Through hard work, commitment and a good support structure, many people successfully find joy in work that they have never envisioned themselves doing. The more one develops rare and valuable skills, the more they are able to take pride in what they do.

A study seems to confirm this idea: They found that while some people are able to find work that fits their passions, others are able to cultivate passion for their work and be equally impactful to their organisations.

Here are three tips that I believe would help you in recruiting passionate candidates. It can also help your current employees develop a passion for their job:

1.Market your mission.

Does your brand embody some kind of social value? How is your company helping to solve problems in the world? How do your products or services make people happier? Incorporate these messages into your recruiting process. Passionate job seekers want to work with a company that are compatible with their values and their passion for life, so showcase your core values on your job site, social profiles and Company Page.

2.Find out what makes motivates your employees

Ask your candidates what they love most about their potential job. If a position involves heavy collaboration and good interpersonal skills, you want someone who loves constant interaction and teamwork. If the job posting requires heavy analysis of data for long hours, look for someone who would do it without feeling annoyed or dissatisfied.

3.Craft Job Descriptions Wisely

After you’ve identified the key traits needed for a job, distill them into keywords or short phrases and incorporate them into your job posting. It is important to look beyond skills and experience—finding the right personality that fits into your company or department’s culture is just as important.

The strength of an organisation is entirely dependent on the people who work in it. When workers are passionate, they will go the extra mile to do well. That is the kind of person you need to recruit.

Furthermore, remember that the process does not end there. Managers need to constantly check in on their employees to ensure that they are happy and sufficiently challenged. By paying attention to details, we can build a passionate corporate culture, which will in turn attract even more passionate people.

References:[/vc_column_text][/vc_column][vc_column column_padding=”no-extra-padding” column_padding_position=”all” background_color_opacity=”1″ background_hover_color_opacity=”1″ width=”1/2″][vc_column_text]企业最需要的人才——对工作热忱的员工

杰克 威尔许(Jack Welch)还是奇异(GE)的执行长时,曾有人问他:你喜欢你现在的工作吗?杰克的回答很妙,他说:“不。我不仅是喜欢我的工作,我是爱上了它!”





而对工作有向心力的员工更是一家企业最重要也是最珍贵的财产,在Mon Space集团,“热情”也是我们招揽员工时其中一项条件,若你对工作有无比热诚,欢迎你加入我们的团队!


在《Unlocking the Passion of the Explorer》一书中,其作者德勤(Deloitte)特别强调对工作有热诚的人通常有三种特质:






美国密歇根大学(University of Michigan)最近的一项研究证实了这样的想法:若办公室中有大部分的人能在工作中找到热情,就能够启发其他的人一起探索工作的乐趣,这对企业长远的进步而言,有着积极的作用。







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