Are you noticing a decline in your team’s performance or morale lately? You might be dealing with a mismatch between your employees’ roles, capabilities, or passions. In this situation, applying the Right People in the Right Seats principle could be the solution.

This principle ensures that every individual on the team is in the right role, with the right skills and competencies to be successful. It also provides clarity of roles and responsibilities and allows team members to work together in a more effective and efficient manner.

Consider the following real life example: One of our talented consultants was often under pressure, wrestling with billable projects on shoestring budgets. Despite his amazing skills, he was constantly racing against time, unable to meet customers’ expectations to his satisfaction. It was a stress-fueled deadlock. Then, we reassigned him to a non-billable support role, aligning with his natural strengths. Suddenly, he was happier, less stressed, and his performance soared. It was a win-win for everyone involved.

To implement this strategy, we recommend following the GWC (Get it, Want it, Capacity to do It) methodology for defining what’s important, who owns it, and what exactly success should look like in your projects. Developed by EOS Worldwide, this framework makes every team accountable for a handful of goals to help organizations drive consistently better results

The GWC methodology simply requires asking three (3) questions related to key strategic, motivational and operational dimensions:

• Get it: Does the person truly understand his role and potential contribution?
• Want it: Does the person genuinely want this role?
• Capacity to do it: Does the person have the time and skills required for the role?

As business leaders, it’s essential to ensure that your team members are in roles that align with their abilities and passions, but also your overarching strategy for growth. If they’re not, take action and correct bad castings before they wreak havoc with your company’s profitability and stability.

One last tip, ABR—Always Be Recruiting! Mobilize your networks and keep your eyes on up-and-coming talent who could become valuable assets for your organization in the possible future.

Ignoring this could lead to unhappy team members and costly issues for your organization. Make ensure your people love their jobs, if not, find them something better!