...and how to lose momentum...
It's quite simple actually…A company is founded to provide a service or a product with the aim to, hopefully pretty soon, generate a profit.
The business is on track!. Appreciated by its client for motivated and talented co-workers. Solid experience from various industries. Creativity and solutions out of the ordinary. Decisions are swift and ideas are tested. Quite simple…
Some ideas are not for now...
Some ideas do not leave the drawing table. Simply because they do not fit right now. But let’s keep them. Who knows what the future might bring ...
New customers and profits soars. Reinforcements join ranks attracted by the success story and the opportunity to express creativity.
Business is growing. It's time to find a CEO. A CEO with extensive experience in the same industry steps in. The new CEO hires a Sales Manager, HR manager, Creativity Director and a Product Manager.
Managers who used to work with the CEO in the same industry. It is, after all, a matter of having people around being loyal...
Be loyal!
It’s a great spirit in the management team. You can really touch the optimism. New line managers are hired. Trusted by management.
Now things start to happen. Working groups are set up to run different projects. The Creativity Director decides to formalize the creativity process. Regular creativity meetings are scheduled. For management...
Employee engagement is there, still… After all, engagement and creativity is the trade mark of the company. But from now on ideas are submitted to line managers deciding which ideas to be presented to the Creativity Director.
Fear & Excuses
The Creativity Director is impressed with the creativity. Impressed enough to feel threatened.
Creative ideas vanish to, poorly disguised, pop up after a couple of months as an idea of a manager. Been there, seen that...
“The creative ones” are told to devote to the job. Only to be creative, if invited, to the creativity meetings every week. Of course following a strict agenda.
It's hard to be creative on demand. Quite simple…
Employees are losing their mojo. Not being able to do their best for the clients they leave the company. Bringing some of the clients with them.
"Sure, we notice people are leaving, but the ones leaving are not thinking like management". "In addition, they argue and question too much". "We do not have time to listen"
We’ve all seen them. The good and the bad managers. The worst managers are the scared ones. Scared of losing face. The best ones are the ones who couldn’t care less who gets the credit for bringing and developing business.
Management meetings in a new style...
Employees are passionate about their jobs when they are appreciated and feel like a part of something bigger. The recipe for creating this work place is pretty obvious. Skip murky hierarchies, unsound structures and egos and start talking to each other.
You are probably familiar with the phrase “Know your client” But what about “Know your employees.."? What is the passion of your employees?
You do want your employees to be brilliant and awesome! Don't you?
• Let employees participate in management meetings. If that’s too scary…
• …let them set the agenda for the management meeting. I can assure you it will be a different meeting with entirely different issues to discuss ...
The most important question a CEO should ask the HR manager is: How do we create an organization where the passion of our employees is promoted and egos is discarded?
Quite simple…
Patrik Österblad
The Pitch Factory.lu
No comments:
Post a Comment