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Friday, 3 July 2015


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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