Is your work force collectively laser-focused on improving yields and profitability in order to make decent-enough returns to grow the business? You may be thinking, “WOW, now that’s a lot to expect of our workers!” But is it really? Creating a work environment that enables your work-force to be the best they can be is far from expecting too much. According to the experts at Cornell University – creating such a culture is the smartest possible move management can make. Your work force needs to be fully engaged to be truly competitive. Fully engaged workers are those who feel they are experts focused on their jobs. Anyone who is capable of growing into and beyond one specific job description can be cross-trained and therefore doubly valuable to any labor-force team. How To Tap Into Motivation: Create A Powerful Culture of Respect and Competition What is true is that all loyal, competent employees are looking to improve themselves, their jobs and their pay. Human nature is competitive, and people want to enjoy their daily experience – which means adding a component of goal setting, increasing competence and expanding personal value – is quickly embraced by motivated employees. There is much more to knowing ones job than fixing a machine or assembling a part perfectly. A worker is empowered by understanding how labor rates are set and where the path to advancement will take them if they embrace the offered improvement opportunities. Cornell University Promotes Organizational Culture Development Cornell administrators realized the importance of maintaining a focus on continuous improvement and the synergy and power cultivated by alignment of people, purpose and values. Organizational development for both faculty and staff means the facilitation of processes, sessions, and retreats – in order to best support department leaders in aligning and integrating their organizational goals and objectives with those of the university. To accomplish this, the faculty began by laser-focusing groups on optimizing and aligning the talents of each employee. They aligned the employees to the university’s strategic plans and goals, which helped the group understand the current staff culture. This aligned them to the future goals, objectives, actions/tactics and resources to achieve much greater efficiency. Creating A Company Culture: The Importance Of Training Improvement Opportunities Cornell University now promotes tapping into each group’s individual and collective expertise. Any planning process involves the group: Developing teams that can engage in honest and respectful dialog – with a goal of becoming nimble while increasing effectiveness and efficiency. Understanding that teams can embrace the mission and vision for the whole of the company. Comprehending the environment the group works in and how that environment impacts their work. Understanding the stakeholders’/decision-makers’ expectations, needs and wants. This information is often gathered from: Customers/clients Employees (the group performing the goal-alignment effort) Owners/administrators Key decision-makers Its effective application and delivery depends on using reliable processes and metrics to determine future directions and potential. These university leaders expect to be called on for tools and processes to make changes at the organizational level. They strive to develop best-practices for results of excellence for individuals, teams, and continuing improvement opportunities: Develop the company by developing each individual Engage every employee to laser-focus on their own professional development Provide operations managers with resources and tools for processes that enhance team capability Constantly focus on continuous improvement. Are you interested in learning more about how predetermined systems can be used to train and teach your employees? If so, contact us for more information. We have helped others, maybe we can help you too.
