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If employees find meaning in their work and are valued for whatever they do, their motivation levels will always be at their peak. The best that any organisation can do is attach meaning to the employee’s work as a sense of meaning will win over the impediments that hinder employees’ growth in the organisation.
Employees are pretty observant; they do not miss much. The actions and behaviours they see modeled and the ideals their immediate supervisor appears to value will inform their decisions and behaviour at work. If they see a management team that prioritises tasks, efficiencies, and productivity (job functions), then that is what they will focus on—often at the expense of the company’s own mission.
Culture is not just literature, arts, music, dances, theatre, scriptures, mythology, or our literary festivals; not even just the way we dress up, eat, conduct ourselves with close family and friends; neither is it merely our ancient temples, forts, palaces, cave paintings, sculptures…it is actually a combination of all these and more...it is our ‘way of life’, the way we live.
To allay fears around change, make people aware that there is another side to this mountain and help them move toward it and around it. Remember that many innovations brought into the workplace throughout the twentieth century—the telephone, the computer, the internet—were greeted with resistance until they, too, became the new normal.
The issue with our triggers is that in a bid to get it all, we can end up losing it all.
Embracing lopsidedness will—and it must—become more prevalent. The modern business world is complex. Dealing with complexity is a team sport. It requires deep expertise across a range of topics, each of which may be possessed by different individuals on your team.
Who hold the onus of managing generational diversity then? Is it the more mature generation i.e., boomers and Generation X or the relatively younger generations millennials and Generation Z? Undoubtedly, this onus lies with every generation.
Culture can go wrong at the drop of a hat. What is a leader’s role in preserving it and aligning the team’s priorities with those of the organisation?
A business relationship is more about mutual benefit than loyalty and trust. It is always better to understand and know what kind of friend/employee/employer your business associate is than to be surprised when their ‘just business’ stance puts you at a disadvantage.
We are living through the ‘Great Resignation,’ an ongoing economic trend in which employees have voluntarily resigned from their jobs en masse. Possible causes include long-lasting job dissatisfaction. It is therefore more important than ever to get under the skin of what motivates your workforce.
Most business owners have no written exit plan, as a result of which, a vast majority of privately held businesses that are taken to market do not sell, and a good number of owners who do sell regret it within one year. An MEP is a comprehensive step-by-step guide that provides business owners with the information needed to take decisive action and prepare for the business’ eventual sale.
Running a company in today’s world is anything but easy as leaders face a perpetually unsteady state that impacts their decision-making. Courageously pursuing positive ideas will provide the ballast needed to navigate today’s unsteady waters.
As much as we talk about a technology-driven economy, technology does not solve problems. People do. So how do we address the false belief that technology alone will solve all problems.
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