Let’s break it down:

The “GWC” conversation takes place during quarterly conversations between an employee and their direct manager.

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1. Get it: Do you understand how your role contributes to the greater good of the organization?

Do you understand how your role contributes to the greater good of the organization Confirming the employee still 100% ‘gets it’ is essential. Perhaps the set has changed since the last conversation or a new process has been added/updated.

2. Want it: Do you want this role within the organization?

Next, and perhaps most common to result in a “no”, is do you still want it? An employee has been in their seat for a few years, and they are seeking a change.  It could be a promotion or just longing to do something different within the organization. 

Most recently at SSE we had an employee recruiting on the temp side of our business who no longer “wanted it”.  The employee wanted a change and to pursue an opportunity recruiting on the direct hire side.  Having these conversations every 90 days provides an chance to check in and ensure everyone 100% GWCs their seat.  And if they don’t, having a transparent conversation about what the options are.

3. Capacity to do it: Capacity, not in the sense of time, but rather; do you have the talent, skills and abilities to execute what is needed within the role?

If someone has been in the role for 6 months or longer this shouldn’t be an issue unless, as stated before, the accountabilities originally assigned to the seat have changed.

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GWC – a simple and effective tool to ensure everyone is on the same page and discuss potential issues before they become bigger issues.