Skip to main content

Company culture - Does everybody have to fit in?

Is fitting in with the corporate culture important?  Of course.  Do all effective and productive employees do so?   Of course not.

A few years ago, +Accsys (PTY) Ltd celebrated 30 years in business.  In keeping with traditional thinking around anniversaries, we used the pearl as a symbol for the year.

A key message for us was that the pearl is formed from a piece of grit that irritates the oyster, and the oyster slowly covers the grit with nacre, until a beautiful gem is formed.

So, as an IT company, we accepted that high productivity, creative people are not always aligned with the culture, but can add enormously to the growth and success of the business.  But we found that the reverse was also true, if they are too high maintenance, they can drain the energy levels of both their management and their colleagues, to such a level, that their nett impact is negative.

We have put a strong focus on a 3 month probation period, in assessing for attitude, aptitude and skill.  While it is really, really difficult to cut ties, it is so much better to be clear on expectations from day one, and have regular feedback sessions in the first months, as both employer and employee are then able to evaluate whether the fit is right, and whether the relationship should continue.   Unfortunately, this takes time, and time is a rare commodity.   Also, recruitment is another time consuming process, and it is sometimes easier just to continue along the path, hoping it will all come right.  And sometimes it does.

Internal models that clearly specify standards and expectations, make the induction and first 3 months easier.    Don't expect that simply reading the Policies and Procedures manual will give a new employee a clear picture of the company.

One of our models, pictured below, is an example.   We try and share what we expect, using words or pictures, clarifying what the deliverables are, and sharing that a salary is not an Attendance Prize.



Comments

Popular posts from this blog

Its all about the numbers - retirement age

Weight, height, age, dress size, shoe size, all numbers that we (and the media) use to define people. I was fascinated by an article from the Leicester Mercury where the age of each witness to a bus crash in January were carefully listed. Sue Kellett, 56, whose front garden is bordered by the wall, was one of the first at the scene. Read more: http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#ixzz31lXUuyZg Read more at http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#9cHShVptF30lJw4X.99 Sue Kellett, 56, whose front garden is bordered by the wall, was one of the first at the scene. Read more: http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.html#ixzz31lXUuyZg Read more at http://www.leicestermercury.co.uk/Bus-driver-airlifted-hospital-collision-tractor/story-20512289-detail/story.htm...

Flexibility in the workplace

Is flexibility now a reality in the workplace?   And is it really working?   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. Decision makers in business, along with HR managers and recruitment consultants, are very much aware that both current employers and new recruits are looking for guidance and ideas as how to achieve work/life balance. It is accepted that this balance has to form part of the workplace. Yes people still need to prove themselves, initiative is still expected, hard work and commitment are still viewed as non-negotiable – but the dynamics of employer/ employee relationship has changed. And it is innovation in ICT that has paved the way. The advantages of a mobile workforce can include an increase in productivity, lower total cost of ownership and a wider, more direct reach to the market. In ess...

Sales - Setting Targets

Are your salespeople included in setting targets?   Very few are.  Sales targets are based on previous individual performance, sales division performance and budget requirements.   In some companies everybody gets the same target, regardless of abilities or previous successes, while in others it is an enormously complex beast with all sorts of criteria used. While the business requirements have to be met, it is important to discuss and collaborate with the salespeople themselves. Sales is a game, and each time you play a game, you should want to do better.   If you are not competitive by nature, sales can be a very tough career.  It is, anyway. More and more, sales management is about coaching, not managing, so it really important for sales managers to understand how coaching works.  There are great courses out there which guide sales managers through the coaching methodology. A simple, but structured approach to target setting with lots of commun...