Use The Most Effective Resource– “The Employee”

Most Important Corporate Resource– EMPLOYEE

For many organisations getting to the business goal is a process. A process that has been in place for some time and has, so far, delivered favourable results. So off we go to lock down yet another business year’s target setting and planning using the same process, without any change or evaluation of it (it’s worked so far so why evaluate the process!!), in spite of the significant changes in the business landscape.

Most of the times (if not always), the senior team desires a good outcome and executes activities (that are planned based on the process the organisation has) that they believe will help them get to their goal. But in the process of seeing the trees they, at times, miss the forest!

Given the significant changes in the business landscape, using the same tools and processes will not result in delivering the desired targets! In order to ensure sustainability more emphasis on strategic planning and on having engagement of the employees assumes criticality.

This article focuses on how to initiate and implement the necessary change in order to have full engagement of the employees and thus, develop a business strategy that’s achievable and profitable.

Ensuring employee engagement is easier said than done.

We are creatures of habit and when we have to do something out of our routine, out of our regular habit, we have an auto-resistance factor that kicks in. So how do you overcome this initial auto-resistance?

  1. Help employees listen by sharing the key message of the change initiative with selected employees and obtain their feedback in the form of ideas. This will enable senior management to have some ‘champions’ within the employees to take the message forward.
  2. Approach the issues simplistically (An excellent viewpoint of the importance of discipline and simplicity in strategic planning)  and listening in order to find the most appropriate solution.
  3. Being open- minded and receptive to listen to new ideas and kick those around. Not kick them out!
  4. Bringing the right attitude to the table.   (People caught up in the “No. It’s not possible” line of thinking mistakenly think that having done the same process for years, it will still deliver and no change is needed. Unfortunately, this is a disguised form of negativity. And negativity sabotages the chance for success by keeping the team from seeking a solution. It creates an extremely unhealthy environment which in turn simply kills the process of ideation and thus any innovative approaches).

As senior management, project and live the right attitude i.e. be willing and able to listen to the ideas given. Discuss and evaluate simplistic, cross industry practices and strategic options that would enable growth and profitability. Take on board the ideas offered and give the responsibility of delivering achievable action plans (based on those ideas) to the employees. Thus ensuring ownership.

With ownership, the employee teams know it’s their ideas that need to be delivered on for the business to achieve its goals. It brings about higher levels of motivation and involvement.

Net result is an organisation having a motivated, passionate, engaged and objective oriented team of high performers who also project the corporate brand image through the delivery of their day to day activities when in contact with the stakeholders.

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