Skip to main content

An Ideal Workplace - the dream and the reality

All work and no play makes Jack a dull boy. All play and no work makes Jack a mere toy Unknown source


We all want different things from work:




The list is diverse and, if you do some research, there are significant differences in the combinations of goals that people have.
And this impacts on the workplace they want.





The most significant feedback I have received over the years is:

I need to feel safe, but I need to be stretched.

While I know lots of people, mainly entrepreneurs, who love to live on the edge, already considering the next high risk project while the current ones are starting to roll out, it seems to me that there is a general resistance to change and risk.   Of course, with high risk comes high reward, although simply staying in the same position can leave you in the right place at the right time, too.

So #WhereIWork was a thought process that I had considered for many years before taking on the running of Accsys.
It started with what I didn’t like about certain companies where I worked, as well as what I loved.   As my whole career was client facing, from programming to being a director of a software company, I had access to literally thousands of companies over the years.    Culture became something I closely observed.   Around 10 minutes in a busy reception area gives you a pretty accurate first impression.

What did I want in #WhereIWork?

·         Mutual respect was number one
o    For the people in the company
o    For the clients
o    For the solutions / products we service and market
·         The Game of Work being played with intensity and a desire to win but no cheating


The various lists in this article are by no means definitive!   

The one thing I realised quite early is that there is no final destination, not one single day when you can turn around and say #WhereIWork is just where I want it to be.








Jim Collins focused on having the right people on the bus.   So true – to me it’s about getting the balance right between
people who fit the culture while still having the energy and drive to create change that enables the business to grow.






Every day forms part of the journey to a positive, inclusive, kind and profitable culture.   And almost every day there is a reason to rethink some of the processes and concepts.




#WhereIWork is the July Theme for the month on LinkedIn.

Links, References and Notes

Accsys provides people management solutions ie Payroll, Human Resources (HR), Time and Attendance as well as Access Control/Visitor Management.
The company develops, implements, trains and services our solutions.  We provide readers, turnstiles, booms and CCTV.
We run both on premise and in the cloud, as well as mobile options for ESS.  Recruitment, online education and Business Process Outsourcing (BPO) are part of our offering, too.
http://www.accsys.co.za/accsys-peopleplace-talent-management
email:      tschroenn@accsys.co.za
twitter:   @TerylSchroenn

Note:   Thank you for reading Teryl@Work.   Should you wish to use any of the material, please acknowledge this blog as the source.

Popular posts from this blog

Agile workers & workspaces - a new way of working..

Being an agile worker is still a work in progress…
Is flexibility now a reality in the workplace?And is it really working? We keep renaming it – remote, activity based and agile work being some of the current terms. The assumption of control over one’s own time and deliverables does look like a great way to work and live, and it seems to be is a high priority for those entering the business world. There is also the development of the agile work space, where people come to the office each day, but don’t have a fixed work area.We used to call it hot desking back in the day and it met with mixed success.Today, office designers have started to create work spaces which are intended to encourage innovative thought, cross departmental collaboration and improved productivity. My research indicates that the mix of engaged and disengaged employees in an open plan workspace does not always have the desired effect of the positive workers influencing the culture.In fact, a case study of a senior execut…

The Gig Economy - HR and other issues

The Gig Economy has emerged as a topic of discussion and I understand that Intuit has posited that 40% of US workers will be independent contractors by 2020.  That is 3 years away! What is a gig employee?  Uber, Lyft, and Airbnb all utilize gig employees as the delivery mechanism for their apps.   While they are all clear that they are just an App and don’t employ the gig employees, governments and employer bodies are analyzing the risks and reports are indicating that they are significant. As a contract worker, which is how Uber defines their drivers, there is not an employer/employee contract in place.    While Uber, and other similar companies, create the mechanism for people to deliver a service, they consider themselves brokers, for want of a better word, and not employers. The UK is looking into the situation and considering legal structures .  The concerns are particularly when people have a single source of income, although they are not formally employed.  This leaves them in a …

Setting Budgets and Targets

Does too much of a stretch impact motivation?    Over many years of setting (and trying to achieve) targets and budgets, getting the balance right between stretch and motivation remains a challenge.

I love Jim Collins and Jerry Porras and their BHAGs in their great book, Built to Last, but if the goals are seen as unachievable too early in the business year, what then?

Is there a way for businesses to achieve success without budgets and targets in place?

Two old favourites " You can only manage what you can measure" and "People do what managers measure" suggest that they can't.  I am sure there must be successful businesses with different methodologies, but most of us need to work towards something.

With that in mind, I think there needs to be stretch, and there needs to be a sense of achievability.

Why would you race against Usain Bolt unless you think you could win?

The same goes for budgets and targets, people need to believe they are possible.

So how do you…