Sanremo è passato da un pezzo, lo so. Prendo solo spunto dall’idea di quella canzone: in un mondo di John e di Paul, di quelli che in azienda chiameremmo I Talenti, ci sono anche gli altri, quelli che fanno la loro parte senza brillare particolarmente e ai quali la penna casca alle 17.30 in punto.
Non so se Ringo Starr sia l’esempio migliore, ma l’idea di mettere a fuoco “chi non ha niente di speciale” mi affascina.
I John e i Paul: talenti e dintorni
Non voglio impantanarmi sulle definizioni: c’è da sempre questo dibattito di denominazione tra essere un talento o avere talento (qui lo trovate riassunto bene). Provo una semplificazione, direi una forzatura: in questo ragionamento, i talenti sono quelle persone che in un determinato contesto si distinguono per performance o per potenziale, perché sono (o potrebbero essere) particolarmente bravi in quello che fanno, per come lo fanno, e per quello che potrebbero diventare in futuro, se si verificano certe condizioni. Sono i John e i Paul. E di solito si cerca di tenerseli stretti.
Tra i John e i Paul io annovero anche i volenterosi, così come quelli che tempo addietro, con un amico, avevamo chiamato i blind siders, quelli che lavorano bene, magari dietro le quinte, supportivi. I Robin, per capirci.
Spesso è gente che si fa in quattro, copre i buchi, anticipa i problemi, e lo fa senza molta visibilità. C’è chi li ha definiti i “gatekeeper”, ma insomma: ci siamo capiti.
Quelli nel mezzo, talvolta un po’ sotto
Poi ci sono anche gli altri. Quelli che non si riconoscono in John, Paul o Robin, che non aspirano a diventarlo, ma non sono nemmeno dei fancazzisti qualunque che mandano tutto a puttane o remano quotidianamente contro chi gli dà da lavorare.
Persone che fanno il loro lavoro in linea con le aspettative, talvolta anche un po’ sotto, non fanno (e non si fanno) la domanda in più, curano le relazioni applicando buona educazione di base, e dopo otto ore e un secondo, timbrano e salutano tutti, arrivederci e grazie.
Per recuperare un po’ di letteratura in merito faticherete non poco. O meglio, troverete parecchio materiale su cosa fare se siete pieni di non talenti, come potete metterli in condizione di non nuocere, come convertirli in talenti superstar e così via.
Se invece cercate il concetto di average performer, quello che sta li — sempre li, li nel mezzo — tra i talentuosi e i volenterosi da una parte e chi rema contro dall’altra, ecco… su di loro trovate un po’ di materiale in più, ma spesso anche qui il mantra è: quali leve usare per trasformare un average performer in un best performer.
Ognuno ha il suo posto nel mondo, basta lasciarglielo
Io ne ho conosciute di persone così. Non mi ci sono mai ritrovato come approccio, ma ci ho lavorato quasi sempre piuttosto bene. Una volta facevano incazzare anche me come molti, con la loro modalità a sfinge, imperturbabili a qualsiasi cambiamento esterno, impermeabili a qualsiasi concetto che non fosse strettamente attinente all’operatività quotidiana. L’azienda vista attraverso il loro lavoro, quasi mai viceversa. Null’altro attorno.
Per un periodo mi hanno davvero irritato. Ma devo ammetterlo: con il tempo ho imparato ad apprezzarli. È gente di solito affidabile, che non intralcia, di servizio. Magari brontola, ma quel lavoro vi dà una mano a farlo lo stesso anche se non era in programma, anche se non sarebbe di competenza. Basta che sia nelle otto ore e che sia alla giusta portata.
È una delle lezioni che ho imparato in questi anni. Ne ho scritto qualche tempo fa, a proposito della tendenza a giudicare con superficialità il lavoro degli altri:
Un lavoro è fatto di tutto questo: dei denari che guadagni, dello status che determina, della prospettiva di carriera, dalla difficoltà di sostituzione, dai portoni che potenzialmente può aprirti se quella porta si dovesse chiudere.
E quindi ci sta: per certi ruoli, per il modo nel quale ciascuno è libero di interpretare il livello e la qualità del contributo che vuole dare al lavoro sopra una certa soglia di buon senso, gli average-performer, il collega ordinario che fa il suo, senza pretese, senza proattività, senza fuochi d’artificio né sabotaggi, per me è benvenuto. E va bene non sia un talento. Anzi meglio: c’è chi parla addirittura di too-much talent effect, per dire.
Caselle, processi, ricchi premi e cotillons
Sono persone genuine, che lato HR trasciniamo spesso dentro il frullatore dell’analisi di competenze, del piano di sviluppo a valle della performance review e compagnia cantante, quando loro vorrebbero fare semplicemente il mestiere per cui sono pagati senza immaginarsi in un percorso, in una linea evolutiva.
C’è un passaggio interessante di un vecchio articolo dell’autore di Good People Anthony Tjan che fa una provocazione:
Troppo spesso vediamo persone che performano abbastanza bene, senza fare nulla di eccezionale, e ad essere onesti sappiamo che continueranno così per molto tempo. Ciò nonostante, passiamo molto tempo a discutere la loro performance. Avrebbe più senso, invece, discutere di tanto in tanto se il ruolo che hanno soddisfa le loro aspettative o se desiderino provare dell’altro
E se non vogliono provare altro, si lascino lì dove sono, com’era ieri e come sarà domani. Una provocazione, appunto. Io non so se in Italia, nel 2020, possiamo permetterci questo approccio partecipativo. Ma mi chiedo fino a che punto possiamo spingerci con la continua ed estesa applicazione di modelli di talent management a tutti, indistintamente dai ruoli e dalle persone che quei ruoli li ricoprono.
Dietro agli strumenti e a agli schemi si nascondono sempre le idee. Prendete uno schema qualunque sulla gestione dei talenti che incrocia potenziale vs performance (più o meno tutti simili). Non è tanto il fatto di incasellare le persone in uno schema: è fisiologico, serve a fare valutazioni, ad approssimare decisioni macro sulla base di parametri predefiniti.
Piuttosto, questa logica proietta un’idea di fondo, che discende dalla filosofia manageriale americana che ha come metro la massima performance per tutti, l’organizzazione da disegnare su processi e obiettivi più che sulle persone, e così via. In linea di massima funziona, sono ragionamenti che anche dal punto di vista consulenziale aiutano a mettere ordine al caos.
Il mito dell’eccellenza
Ma quanto possiamo spingerci all’estremo? È così vero che l’organizzazione non va definita sulle persone ma sui ruoli? Negli USA il meccanismo funziona, con una totale flessibilità del mercato del lavoro e un’elevata standardizzazione: una volta che hai disegnato il processo come si deve, fai in modo di trovare le persone giuste per portarlo avanti (o ti liberi di quelle che ti sono di ostacolo). Ma possiamo dire che è applicabile tout court anche in Italia? Con la polverizzazione di aziende che abbiamo, la concentrazione delle competenze su persone che sono in azienda da una vita, il sapere spesso non codificato e “ostaggio” della seniority?
Insomma, io capisco la spinta verso la performance: figuriamoci, è di fatto il campo da gioco nel quale lavoro e spendo quotidianamente le mie energie. Ma sono gli estremi che mi preoccupano. Onestamente non so cosa siamo diventati, in questa continua ricerca di eccezionalità. Cerchiamo persone eccezionali, performance eccezionali, ci aspettiamo processi eccellenti, vogliamo le aziende eccellenti. Va bene, per carità.
Ma mi convinco sempre di più che l’eccellenza non sia un approdo, al massimo un faro verso cui puntare il timone.
Ed è la barca intera che deve muoversi e per farlo ha bisogno di tutti, non solo di talenti e volenterosi.
Cosa ne pensi?
Si occupa di formazione e consulenza per (provare a) risolvere problemi. Marito, papà e compagno di viaggio. Mi sono occupato di Risorse Umane e non ho ancora smesso: ho solo cambiato lato della scrivania. La versione più lunga (e noiosa) la trovate su LinkedIn. Nel tempo libero (e di notte) sto su Netflix, scrivo qui e tengo una micro newsletter settimanale su temi HR (interessanti, tecnici e anche un po’ nerd). Cerco di tenere la testa fuori dall’acqua e mi appassionano le persone, specie se argomentano.
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I am really loving the theme/design of your blog. Do you ever run into any web browser
compatibility problems? A few of my blog readers have complained about my blog not working
correctly in Explorer but looks great in Opera. Do you have any suggestions to help fix this problem?
Wow, this article is fastidious, my sister is analyzing such things, therefore
I am going to tell her.