Why Employees are more important than Clients?
Simple, because it’s their skills that keeps the machine running. The question is, How to you have happy, committed and engaged employees?
Gary Vaynerchuk said in Inc, June 2016, an important question that each of us should ask ourselves,
What do we want most out of our company?
In today’s world this should also be the question that each manager should ask to is employees.
How can a Manager build trust, and trust has to be earned, without knowing what is the ambition or what the employee wants to do with is life?
The CEO/CIO/COO/HR are constantly searching for ways to communicate better with employees, to give them tools to collaborate and with that allow a Top-Down and Bottom-Up communication that works.
But it’s more than the tools it has to start with a Cultural Change
How to structure a Top-Down/Bottom-Up communication?
Mark Parker, Nike CEO, says,
“Traditional hierarchic top-down is archaic, it’s just not real. On the other side, everything is not bubble-up. That ratio, top-down to bubble-up, will shift based on situations. I’m a big believer that there’s no one single approach.”
“Sometimes, you need to go hard and fast,” he allows, “and [from the top] we can make that happen. Ideas may come from the bottom up but the direction and support can go top-down.” Parker looks for bottom-up ideas, by walking the halls at Nike. “I’ll see something on corner of someone’s desk and ask, ‘What’s that?’ All of a sudden, a new thing is on the priority list.”
“You have to be open to ideas from different parts of the company, from different parts of the world. The biggest sources of opportunity are collaboration and partnership. And today, with digital communication, there is more of that everywhere. We need to expose ourselves to that as a matter of doing business.”
For this to work each Company needs to be prepared to change their current behaviors and apply a new Culture and for this to work it’s important to have every body committed, starting @ the C Level, and start with:
- Having clear reasons (Why)
- Setting goals (Outcome)
- Measuring progress (Know What, Correct, Adjust)
- Create tools for your internal Customer (ex: Intranet’s must be good looking, with updated and useful content, a place where employees feel welcomed and interested on returning)
- Have bottom-up without constraints and barriers (employee must feel that their contribution is recognized and valued)