Employees have a desire to excel and succeed yet most
organizational structure’s unknowingly create artificial barriers to their
success. For instance, a highly
competitive employee must find the proper balance of cooperation and
competition with their own team members in order for the organization as a
whole to successfully progress. The same
is true for organizations that have a hierarchy that controls direction versus
employee empowerment.
Employees can benefit from an atmosphere where
performance is assessed against cooperation and contributions to the whole
instead of the individual. Having
employees focus on the quality of cooperation instead of the quantity is a
stronger indicator to measure the business impact of their work. Employees that can participate in an open
dialogue with their supervisors can communicate feedback to correct any wrong
courses of action more effectively.
If employees share in a common awareness and
understanding of the performance metrics for an organization then they can feel
a greater sense of accountability and involvement in helping it to
succeed. An employee can even begin to
align their personal goals with the organizational goals thereby creating
benefits that are two-fold.
When organizations support a culture that rewards
failures in addition to successes then they promote innovation and effort. This also requires that employees are able to
access and review what did fail in efforts to recalibrate future attempts and
provide more visibility to initiatives that failed due to negligence or lack of
ability.
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