As children we are taught what it means to be successful. There are few and limited, collectively agreed upon paths that will make a child successful in life — school, sports, and social connections. Success can only be a motivating factor when it is agreed upon. Without that agreement, parents are left motivating with fear, punishment, and guilt. Although these can be successful motivators, it takes a great deal of additional work to gain similar achievement. Individually, we are all still driven to define and achieve success. When we feel there is something in our way, and no ability to remove it, our motivation to achieve that goal will wain, and attention is turned to more achievable goals. Each person at your company has a personal idea of success, including their own idea’s about how your company could help them find more success, and how their department could work together more efficiently. Providing the opportunity to be able to share their idea’s, often helps you determine more people feel the same way, and now those people are also being heard. Sharing idea’s in a positive environment with the intention to enact change, will change your culture for the better, and help you prioritize changes that will have significant impact, create built in buy-in, and establish accountability. When there is no space for people to express how they would change the daily processes to improve their mood, motivation, and increase productivity at work, they begin to express them in culture crushing fashion. As complaints, frustration, and discontent grow, motivation is directed towards personal goals or professional gain, but not productivity and success. Now managers are left to motivate with fear, guilt, faux competition, food, or favors. Without a system to address these roadblocks to personal success in a productive way, you effectively and systematically decreased the productivity of your company. Poor employees do not create solutions. Only employees invested in their own success and the success of the company would identify an issue, and search to create a solution. If it is never addressed, you undervalue your employee’s experience and their expertise within their own position at the company. Feeling undervalued is the main reason people decide to go job hunting, or respond seriously to the recruiters who have been contacting them. Trust in the people doing the work for you. Expecting that people share their obstacles and adaptations, for the greater good, and to aid the evolution of your company, will see it evolve faster, in ways that increase productivity, and growth. Creating a system and space for these conversations can seem daunting and tedious, but asking an expert to take it on can make it easier. Schedule a commitment free 30 Min conversation about your needs and I will share my best tips to get the ball rolling. When I speak with groups of people who are in the same position or working in the same department there are alway similarities in grievances. Even across different companies, employees have similar problems, and people who are working in a system that corrects the issue, are eager to share and express their relief. It is important the leaders in your company are listening to what their teams are saying would make their lives better, and bringing these to you with possible solutions. The true beauty of a successful business is all the work does not have to be done by one person to be done well, and a world of freedom opens up when you begin to integrate every employee in the creative solution work as well. People outside a field or process day to day are best at knowing the reason for a process, but the solutions are clearly seen by those doing the work. Their expertise is as valuable to your company as it is to your clients.
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