Let’s be brutally honest here:
- Surveys indicate more than half of workers are not engaged in their work. You know this translates to real dollars lost through mediocre customer service, lack of innovative ideas, and other laissez-faire approaches to work.
- Most worker disengagement can be tied back to old-fashioned organizational practices and/or leadership styles which need to be fixed for the sake of the business and the well-being of the people in the business.
- A hyper-focus on corporate profits is pushing away the only sustainable competitive advantage businesses have – its people.
It’s probably not the best time for me to be pushing the envelope, but why not!?
I chose my targets without discrimination. If I offended you, I’m not sorry. You probably deserved it.
Could there be a better way?
Some smart leaders are unleashing new ways of thinking about company culture and innovative approaches to employee engagement and retention. Here are some radical examples of what may build a more inspired, creative and innovative workplace:
1. Socially savvy leaders can make all the difference
Socially savvy, engaged leaders understand the “human side” of business. They are receptive to and exemplify transparency; encouraging a more open model – not only for the company (process, product, people) but also for its customers. Encouraging an open dialogue and further deepening customer connections.
Make your people proud – Richard Branson
See how founders at Cloudflare decided to strip everyone–even themselves–of titles that indicate rank. Here’s how that radical decision paid off: Why there are no job titles at my company.
2. Leaders empower others
It’s the digital age where the typical employee has more insight into your customer experience than ever before. They have the devices, software, and social intelligence to connect directly with the customer. Who better than to communicate your company purpose and values? In my opinion, employees should be empowered to deliver the company’s message, engage with your communities and drive the cause.
Leaders will be those that empower others - Bill Gates, Microsoft
Just take a look at Google culture:
3. Leaders encourage calculated risk-taking
Organizations naturally gravitate towards reducing errors and minimizing risk. Errors are easy to define, easy to measure, and relatively easy to manage. But this focus on “error-reduction” may completely ignore the possibility for creativity and innovation- a requirement for success in today’s social business environment.
Don’t get me wrong, I am not an expert on the “right” way to build a company culture; and realize each management team and industry has its reasons for their structure. I’m just sayin’… there are some fascinating companies out there today, who are reinventing cultures to harness the new social, mobile, international, digital world we now live in.