Corporate Culture
Defining "WHY" drives the outcome
The development of our business should start with it's purpose, the “WHY” and really bring this corporate culture to life in everything we do, instead of starting with the focus on “WHAT” we are we going to do.
The “founder”/initiator and the core team should be involved in developing the “WHY”. It should then be communicated to all layers of the organization and strong continuous efforts should be made that everybody embraces the “WHY” and understands how it relates and contributes to his/her job or task.
This will -eventually- unleash and motivate the employees as they feel part of something bigger, irrespective of the size of their contribution.
FROM ORDER-TAKERS TO LINCHPINS*
Linchpin*= an invaluable part of a machine or organization (Seth Godin "Linchpin")
For decades people have been raised, during childhood, school and in companies, to follow orders/instructions/standards and “fit in”. Doing something else or standing out above the crowd was wrong and a risk as it might have serious consequences.
This reduces people to order-takers and stifles initiative as there is a fear of punishment. People will often have limited job satisfaction and work to get paid and go home and therefore invest little or nothing emotionally.
Many people have great potential and can do much more and become far more valuable to a company. If we start changing the mindset that they should not only do what they are being told but should do what they know and feel is right (in line with the “WHY”), initiative may thrive. It is important to get people to invest emotionally in what they are doing and their “inner genius” will shine and they will do extra-ordinary things.
If this is combined with rewarding and praising initiative and good performance, this attitude will be strengthened, and the service quality of a company will improve.
EMPOWER
Inspired by the Corporate Culture, employees should be encouraged to contribute and given "space" to act according to their mission. They should be praised when they show initiative and have gone "beyond the basics" to contribute to the goal of the business. This will further motivate and have a ripple-effect.