The Formula for Organizational Success

In today’s work environment leaders are challenged every day to maintain production, profitability, efficiency, team morale,  employee and customer retention. Talk about pressure! If managing feels a bit like, or a lot like, being in pressure cooker on a daily basis, you’ve come to the right article. We’ve created a formula that when applied can transform your organization into a productive, efficient, high morale, energetic place where your employees and customers want to be!

Here is the formula:

V+C+S+R+C+A = OS

(Vision + Core Values / Culture + Strengths + Roles + Communication + Appreciation = Organizational Success)

And here is how it works:

 

  • Define the VISION of your company. Employees need to know what the vision of the company is and what role they play in getting there. It should clearly state the overall purpose of your company’s existence. Define it. Share it with your team and live it. Your team is watching you. If you live your vision they will follow you to success. If you can’t immediately and clearly state the purpose, the vision, of your organization, neither can your employees. If they don’t know what your organization stands for how will they know what meaning and purpose their work has? Before you read any further. Take time this week to discuss, determine, and share the vision of your company with every one of your employees. It’s key to the success of getting the answer to this formula.

 

  • Define your CULTURE and CORE VALUES. An employee may have the strengths and skill set required to do the job. However, if they don’t fit your company culture or have the same core values we can assure you they aren’t the right fit for your organization. Start simple and list five things—values that are important to you. Define each one of them. Defining the value clearly states what it means to you. For example, ownership; to some, it means showing up from nine to five every day at the office. For others, it means working with every customer from start to finish. Make sure you define what your core values are to you. If you want a great example of how powerful creating company culture is, check out this Zappos video on Youtube: Zappos Culture is critical. If you don’t fit into their culture you don’t work for their company, period. If you do fit into their culture you will have a very unique, fun, work-life integration career. They like to think of Zappos where people can “take a break from life” by working there. Their employees love working there. The culture is so heavily ingrained that every employee is scored on culture. Things like, “Do you go outside of your department to make friends?” Run your company like Zappos and your employees will not only listen to you but they will be loyal, dedicated, and live the vision with you.

 

  • Discover their STRENGTHS. You will hear the words “strengths,” “gifts,” “talents,” and “abilities” multiple times throughout our blogs.  While these words are interchangeable, notice, we did not use the word “skills.”  That’s because talents, or strengths, cannot be taught.  They are something that we possess from birth.  
    You can teach your employees skills all day long.  If something doesn’t come naturally to them, you will be pouring countless dollars down the drain trying to teach them. Sound familiar?
    We’re sure you are thinking of a couple of your employees right now that “just don’t seem to get it”. You’ve spent countless hours repeating yourself and or countless dollars teaching them only to watch them struggle and become frustrated, and in turn you’ve become frustrated.
    Employees, people, don’t want to struggle at work.  You don’t want to watch them struggle and constantly devise ways to make up for their shortcomings.  You want to know, you must know,  what their natural gifts are so that you can place them in the role that will ensure their (and your) success.

 

  • Ensure they are in the right ROLE. If leaders and organizations want to continue to thrive in today’s world they, you, must align the talents and strengths of your employees to their role. Sure, every role has duties, responsibilities, and skill-set required for the job. However, if you’ve created roles based merely on those expectations you’re missing a huge opportunity to create an environment of success and growth in your organization. We challenge you to take a look at your job descriptions and your performance evaluations. Then take a look at the strengths of the employees who fill those roles. Do they align? If not you have a couple of options. 1. Change the job description. 2. Change the employee. Maybe your employee is great at, has the natural talent to be successful at 80% of the job. Why would you let that employee go? They clearly have value. The solution is to change the job description or partner them with someone who has the talent to complete the other requirements. The result will be an employee or even two, who will love coming to work every day because they now have the opportunity to do what they do best. And when that happens the dominoes of engagement, productivity, high-morale, employee and customer loyalty all begin to follow. Maybe the employee doesn’t have strengths required at this time to fill any role in your organization. If that’s the case, it’s okay to recast them, either into a new role that allows them to access their strengths or to let them go and fulfill their purpose at another organization who can use their talents.

 

 

  • Discover their COMMUNICATION styles. Have you ever felt like your employees just don’t listen? Or asked yourself why your employees just can’t get along? You’re not alone and while the challenge can seem daunting there is a solution. We can assure you that while your focus is on communicating, you must shift your focus to the style in which you and your employees communicate. If your style is dominance, (direct to the point, action oriented), you could come across as disinterested, demanding and uncaring to your influence, positive, chatty, and over sharing, employees. If your style is steadiness, meaning you’re thoughtful, careful, well planned, and reserved, your dominance employees may see you as unsure, slow, and inable of making decisions. If your the compliance communicator, calculated, black and white, death by spreadsheet communicator, you’re influence employees probably drive you a little, okay, a lot batty. The key is not communication. It is communicating in a way that your employees understand and respond in a way that makes them feel understood and produces the results that you expect.

 

 

  • Discover their language of APPRECIATION. Do your employees seem unappreciative for everything you do for them? Chances are they don’t feel appreciated. We all have different ways of feeling and showing appreciation. My husband feels valued and appreciated when I buy him gifts. I on the other hand, am not a fan of gifts. I prefer acts of service. So when he bought me what he thought was a wonderful gift on our first Christmas together, and I made my disappointment known. He immediately thought I didn’t appreciate him and I immediately thought” he doesn’t appreciate me”. That couldn’t have been further from the truth. I did appreciate him and he appreciated me. We just didn’t know how to speak each other’s language. Now he does things for me like clean the house and I buy him things. This one small change has completely transformed how we show and feel appreciation. The workplace is no different than home. We must feel valued and appreciated. Understand your employees language of appreciate and show them that they are valued in their language and watch the sense of pride and value soar across your organization!