Why are some companies moving forward dynamically and making positive changes in their organization step by step? Once faster, sometimes slower but always with a consistent uptrend. Happiness, chance, large financial resources, law and financial mock-ups? Maybe, but they certainly try to avoid six basic mistakes like:
- lack of awareness among the crew, what this change concerns and why it is introduced,
- not finding time to implement and stabilize the change,
- no specific structure,
- insufficient support from top management,
- the deficit of prizes (financial and / or non-financial motivation) and recognition
- too little work on satisfaction and positive emotions.
1. No consciousness.
You have to inform everyone what this change concerns, why it is being implemented. Make sure everyone understands our message in the same way. If the employee spins the proverbial screw and knows only that he has to pay for it, and not why this action is taking place and what are the further consequences, then he will not be involved in this work or identify with it. Pointing to an important long-term strategic goal, with a high emotional load, we increase co-responsibility, economy and commitment among the crew.
A journalist comes to the 2 quarries. In the first one he asks: “What is happening here?”. Employees complain that their hands, their back hurt, but such work, so they scatter stones. The same question falls in the second quarry. However, the answer, although similar at first, finally surprises, namely: “We take stones, at the same rate and pain as in the first quarry, under the beautiful cathedral that will stand here. People from all over the world will come and see this cathedral, and our names and surnames will be engraved on its foundation stones. “
The rhetorical question is – who worked a little better for the same money? The answer is obvious.
2. Not finding time.
I wrote this consciously, because when I hear someone’s lips: “I do not have time”, I hear: “I can not find time, have it and I do not know why to sacrifice it”. Every second, each of us decides what to do with your time, an irreversible resource that is worth fighting for. Let us not be responsible for the external world, for our unskilful management. You can not implement something with one hand (the hemisphere of the brain) and do the other with daily work.
If 100% of the time we devote to the organization in the so-called current issues, extinguishing fires, solving the past (which was yesterday), we forget about the development, prevention, improvement, work on the future. Each business consists of two things: cost reduction and profit generation. If the company is not growing, it stands still. In the current market, it is backward and negative long-term verification by the economy.
We should manage our business in such a way so as not to tear employees from training / implementation to everyday tasks. Allocate the right amount of time to plan, implement and stabilize the change to become a habit and become blood.
3. Lack of a specific team structure, organizational.
The roles in the team are much more important than the functions performed in the company.
I have 10 super specialists, world champions. I close them for two hours in the room to solve the problem that lies within their competence. But they argue, everyone tries to prove that he is smarter than his predecessor. Then they go to other areas of the company and sow negative emotions. The result – lost time and demotivation of the crew. Just because I did not know that these 10 people are critical judges (role in the team) and teamwork in such a composition is impossible.
What about people with super knowledge and minimal “desire”? Any “spychologies” and “ping-pongs” inside the company, “it’s not me”, “it’s not me”, “I do not have time”, “go to someone else”, testify to a lack of understanding that we create one company, one team. It should be recognized who in which team role feels best. What are the strengths and weaknesses, designate teams and roles in relation to the change that we implement. In addition to competences and resources, give team members a real opportunity to draw consistency towards employees.
4. Insufficient support.
“Go and report problems when you solve them” is not an example of good posting. The superior has resources unavailable to the person performing the task. It can allocate time, physical and virtual tools. Most importantly, and often overlooked, ensure the need for security (which is in each of us), that is, give “blessing”, provide the support and actions to confirm the words. Do not throw an employee “wolves to devour”.
The “anointing” of the leader in the presence of the crew by the management should take place at the very beginning of the implementation of the changes. The role of managers, managers is to support, work on knowledge and work (not at work). Also motivating, encouraging, granting rights and competences, drawing consequences (positive and negative), giving an example. In a nutshell, showing others that they too can be leaders.
5. Awards and recognition.
I’m not writing about giving money to the left and right. Valuation of another person’s verbal is the best and unfortunately least used (in Slavic countries) form of non-financial motivation. When was the last time we appreciated someone loud and clear in our environment? And we want to be appreciated? Well, the secret is: whether the supervisor or employee, we are all people and what we expect from others, often others expect from us.
“Thanks, good work” does not cost anything, and gives feedback whether a person goes in the right direction. Also, this is not about fussy or “candy”, it’s just a simple statement of facts. Why do you do it: “an employee knows that he has to work well, because he has signed a contract and is paid for it”? Because the secret is: things we do not talk about do not exist. Both at home and at work.
We are not telepaths. And we treat many things as obvious and appreciate them when they are gone. You should boast about success (real, not to be confused with the lack of modesty), praise everyone, share good (real) information, hang it on the information boards. Also congratulate, summarize / celebrate completed tasks / projects / changes, assign prizes, even oral praise, or handwritten diplomas / congratulatory letters for the employee’s family. And let’s not confuse demotivation with motivation, but this is a subject for other considerations.
6. Satisfaction and positive emotions.
Work should be a passion and a nice adventure
. I realize that often it is not. Even when setting up your own business, we sometimes confuse work while working on work. We become slaves to our activity at 3 times greater loss of time and similar money (see “The Myth of Entrepreneurship”).
Our brains get bored quickly and need some excitement, so the leader and managers should promote change. Present it at least a bit humoristically, show the distance to change. Design it as a cool event, adventure or something new, of which knowledge and experience is an opportunity for a lifetime to become better and fuller than the previous day. And nobody will take it from us. Human memory works in such a way that the stronger emotions, the better we remember something. Let it be positive emotions.
To sum up: “whoever shortens the road does not return home”, i.e. do not skip the foundations and planning just because we seem to be obvious, because for others they are not. We want to change the environment, let’s start with ourselves.