Sorry to be so obvious here, but I must reiterate once again… When we help our employees become more engaged in their work, productivity, innovation, revenues, (I could keep going…) rise.
But to help them we must do things differently than we do today! There is no doubt about that.
Yes, it’s scary. Yes, it is not the norm. But when it happens it is glorious!
We allow them to bring out the gifts and talents that our current structures and cultures naturally hide. They use these to the benefit of those around them. And soon the company is fulfilling its purpose better than it ever has.
This is where we want to get. But it will take some change.
Each of these articles talk about making a different change. Not all are not focused on employee engagement, but they have important information in them which we need to consider.
Let these sink in and think about how you can use them to help each person love their work and be more productive and engaged in their job.
Have some fun with these ideas this week!
“The future of work calls for an overhaul of business and work design. Each company’s needs are different, but the overall trend is moving away from 20th-century hierarchies to a wirearchy — leveraging the power of networks and communities to organize work and responsibilities.” Amen. (read more…)
This point is KEY: Change management will involve everyone, not just managers. “Change management will become an integral part of our positions, as we seek to bring our employees on a journey towards a culture that is characterised by collaboration and promotes increased productivity, efficiency, flexibility and greater engagement.” (read more…)
“In an effort to attract skilled talent, make decisions and take action in a faster, more agile way, more companies are also adopting a flat working structure which is simpler, non-hierarchical, collaborative and multi-skilled. These organizational models are better suited to the more complex and less structured nature of 21st century work.” (read more…)
Simon nailed it. “When you let go of the management recipes, things do get more challenging. Measures are not as precise. Interventions are not as predictable. The shift for managers is from focusing on efficiency to focusing on effectiveness. In our traditional efficiency mindset we rarely consider the human potential lost because policy prevents action or requires wasteful steps.” (read more…)