I have worked with several companies now consulting on many different aspects of small and large businesses. Reflecting over my past direct hire positions I have realized employers have limited my potential by sectioning my duties into what the vision is for the position held at the time. Unless I have pushed, poked and dug deep enough to be involved with additional duties that suit my capabilities. What I want you to think about here is are you placing parameters on employee capabilities?
Let's be hypothetical here, if you have an employee in a customer service role for a year and a position opens up for a marketing role are you tapping into resources you have available within your company? Are you offering opportunity to employees within. Many larger companies do this successfully, other medium to small companies seem to forget to tap into what they already have.
It happens to all of us; tunnel vision. We forget the credentials on a resume. By chance we put a limitation on willingness to learn and grow within a company. By doing this you are potentially sending your employee into a downward spiral. For someone willing to grow and thrive in a company they need to be nurtured. If you put restrictions on what you think someone can do, you may also limit the time they are with your company which in turn may lead to turn over. Put your feelers out there, nurture the employee asking for more, give your employees the opportunity to step up and stand out.