Does all organisations succeed in this? Yes & No!
Some organisations manage to successfully have in place work flow processes that enable individuals to literally operate robotically! Cost saving and some healthy margins are the reward for the organisation. But for employees? Well, that’s another post for another day. Some organisations simply lurch on day-to-day using a process that’s sort of a process and is simply just how the work is done.
For an organisation to successfully achieve its business goals, year in and year out, having a well thought through strategic direction is important. But more important is clarity of roles and functions that the team needs to have in order to deliver on those directions supplemented by clear processes.
However all of these come to nought if the attitude is not progressive and pro-active. No matter how good the systems and processes are it all boils down to a human emotional trait called ‘attitude’. Without the individual attitudinally looking to self-improve and set the benchmark bar higher, no amount of systems and processes can assist in obtaining the desired quality output.
So how can an organisation get a pro-active and progressive attitude within its team?
- Listen: We hear but do we listen? The corridor chats, the lunch catch-ups and after office tea chats amongst colleagues are reflective of the pulse of the organisation. Catch your key executives off-line and spend a bit of time in listening and understanding what the organisation is feeling.
- Empower: We always have accountability and hand in hand with that the responsibility. Whilst these two twins often are the single most reason for acute stress in us, what is lacking at times, is empowerment of the executive i.e. being provided the authority to be a decision- maker and be evaluated on that basis. Officially empower your best lieutenants and observe the progress that occurs.
- Clarity: Check, then re-check and then again cross-check. We’ve all heard that when we have data to analyse or financials to present. Similarly, provide clarity to key people of their role and function and the purpose or reason why it’s them and not others. Repeat as necessary until the recipient is crystal clear on the message you are sending and the result you want.
- Employee Engagement: The difference between ordinary and extraordinary (staffmotivationmatters.co.uk)
- Why Organisations Fail (cloudconversations.wordpress.com)