Burnt out? Find the under-utilized talent in your organization!

Implementing a new business intelligence solution is exhausting to say the least, and if any of you out there are like me, this is not your only responsibility at your job. Taking on a project as massive as over hauling the entire data structure at your organization can be overwhelming by itself, but throwing on the constant demands from other departments while also administering your current data structure can quickly lead to burnt out syndrome.

This is what I have been experiencing, so here’s my advice on how to handle it: Look for people with talent…

When I heard that the HR department was looking for an HR IT person I was thrilled! A lot of the data requests that I field come directly from this department. I spoke with one of the current payroll/HR clerks and learned that he was applying for the position. I did a quick little mock interview with him to see what he might know about querying data. As it turns out he has experience developing entire systems! After getting approval from his manager I offered to train him in the areas that would be the most beneficial for his department. He was even more excited than I.

Friday I installed SQL Server Management Studio on his machine, and Monday he’ll be learning to write SQL! This scenario was looking great so far, but I have a vision and I knew I had to clearly communicate my expections in order for this new dynamic to provide the most value to everyone. I spoke with the Director of IT, the HR Director, and the HR clerk to lay the foundation and to manage everyone’s expectations.

My goal is that the new HR IT person will serve as a bridge between the HR department and the IT department. I expect that all requests will go through the HR IT person. When the request is within his capabilities he will be able to provide the data needed, and when he needs help completing a request he will have me as a resource. The HR department will get their data quicker, the HR clerk will have the opportunity to move up in his career, the IT department will have more of my time available to help implement the new business intelligence solution, and I will no longer have burnt out syndrome! It’s a win-win-win.

So, if you’re feeling burnt out or over-whelmed, look for ambitious people who are under-utilized. They will be happy to take on more projects, and I’m sure you will be happy to let go of some.


4 thoughts on “Burnt out? Find the under-utilized talent in your organization!

  1. Great post Angel, I could not agree more.

    So often employers define people by their job title, assuming that’s all they can do. I think in today’s economy to be truly competitive you need to be multi talented, able to transition into different roles to meet changing organizational needs. I love that this guy has been given the opportunity to transition and learn new skills. More employers definitely need to consider what under utilized talent they may have.

    1. Thanks for reading! It’s interesting to me how giving someone a little more responsibility can lead to them having greater job satisfaction. We all want to be able to add value and use our skills!

  2. I think that it is great that you recognized the long term value of mentoring someone in your workplace. What I find is that people don’t want to take the time to answer questions or train someone else. I always hear them say they are too busy to train someone even though it is apparent that nothing will change for them if they don’t. I think it really comes down to fear that maybe they will not be needed or that the new person will see things they don’t want them to (like all the things they should be doing but don’t because they are too busy). It can even be that they don’t think that they can trust anyone else to do the task because they believe no one else is as competent as they are. Good post!

    1. Thanks Heather! I have definitely experienced those “control freaks” that don’t think others are competent enough to hand tasks off too. Maybe a good topic for a later post. 🙂

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