In ‘HOW TO’ series in the earlier blog titled “How to maximise lifetime employment” we suggested means of engaging team members as part of extended family while making work your playground. In the current blog the discussion will be how to ensure the business thrives beyond you.
SME: – Dr Ivan Misner the founder of BNi, world’s largest referral organization created an organization chart incredibly early and wrote his own name on different boxes as organization was too small. Similarly, over time you can start filling up each role with the best person to grow the business as subject matter experts. Read More
In ‘HOW TO’ series in the earlier blog titled “How to make team take ownership” we suggested to encourage the team involved in operations to actively participate in the decision making process to take the ownership. In the current blog the discussion will be around how to retain your trained resources by keeping them meaningfully engaged and growing.
BETTER OFFERS: – We experienced that many times the person was not keen on leaving and would prefer to stay back but was at the crossroad because of the excellent offer from much more established organisation. Our suggestion would be to understand what will make him happy and more at peace with himself. Do look for signals of negotiation and if that is the case then decide whether to lose him now or later as he may take his chance again. With our experience we will suggest you to retain, if possible, as over time they do mature and may not succumb to further offers. Read More
In ‘HOW TO’ series in the earlier blog titled “How to keep team engaged” we discussed how to keep team motivated through various rewards that can be designed keeping the overall objective in mind. In the current blog the topic of discussion will be how to rise to the next level and make the team take ownership.
Typically, the owner ensures business flourishes by accepting all suffering to help grow the business to its fullest potential. He does it because he owns the business and the same sentiment can be transferred to rest of the team members if they have a say in how the business is run. Let us look at large efficient public organizations where no visible owner exists, but the team carries the work in the most sensible manner. Similarly, small size businesses can allow the active participation by the team members to earn the body, heart, mind and even soul of their employees. Do remember here that many large successful businesses were started as small. After all, producing satisfactory results helps people feel good about themselves and is the key to happiness and doing things we do well. Read More
In ‘HOW TO’ series in the earlier blog titled “How to manage high rewards” we forewarned to ensure successful programme are not stopped due to objections because of wrong perception by various other departments. In the current blog let us discuss about keeping team engaged and motivated through various reward and recognition that can be designed by you with support from us.
Routine work becomes boring over time, but play is always fun irrespective of the hours involved as it engages us while providing both fun and the satisfaction. Check out that almost the whole country actively gets busy watching IPL for a prolonged period and overtime infecting the less interested ones too. What if we can offer them the scope of playing the game instead of being the silent spectators? Why not design the crucial parts interestingly so that the work itself becomes the play? If you are not getting the engagement you seek, ask the magic question: “What’s being rewarded?” The things that get rewarded get done but more important is what needs to be rewarded. Also, important here to highlight that no matter what the game is, a small percentage of people will perform brilliantly or poorly due to factors such as personal ability, needs, values etc., factors over which one has no control. Read More
In ‘HOW TO’ series in the earlier blog titled “How to design rewards programmes” we explained what to keep in mind while designing various rewards programmes. In the current blog let us ensure that the extraordinarily successful programme is not derailed due to the wrong perception by various other departments. For example, in IPL cricket series the players earning large money should not be under scrutiny for the higher rewards they are earning but must be acknowledged for achieving the stretch goals which they are overshooting within the predefined budget and making IPL so popular. Let the aggrieved departments put forth worth while suggestions to earn similar or better rewards for the upward swirl of one and all.