Here are 5 must have qualities of the modern company.
- Supports flexible work. This means allowing employees to work anytime and anywhere.
- Operates like a small company. This means moving quicker, empowering employees, changing how they manage, getting rid of ridiculous rules and processes, not letting legal stall everything, and taking some chances!
- Prioritizes want versus need. The new workforce is prioritizing meaningful work over pay.
- Focuses on the voice of the employees and the customers. Thanks to new technologies people now have the ability to share and become a recognized voice inside and outside of their company.
- Adapts to change. Change used to happen at a much slower pace, it would take many years for something new to happen and so organizations took their time when it came to adapting.
See this interesting point of view at The 5 Must-Have Qualities Of The Modern Company – Forbes.
Long hours effectively make us work for free, they set unreasonable and unsustainable expectations, they evidence cultural problems, they evidence project management issues, they indicate weak leadership, they have a high opportunity cost, they promote martyrdom, and they don’t ensure better work.
Read the full article at The Many Reasons Long Hours Are Awful For You, Your Work, And Your Clients.
Take a look at the ways we can make our offices friendlier, healthier, and more efficient.
For many people, especially those working at desk jobs, the workplace is very different than it was 20 years ago: there’s a computer at every desk, telecommuting is fairly common, and the traditional cubicle is giving way to more collaborative spaces
Take a closer look at The Future of Work: Quantified Employees, Pop-Up Workplaces, And More Telepresence | Co.Exist | ideas + impact.
From a practical business standpoint there is much to like about play.
- Play is a great way to connect. People are drawn to playfulness. Who dictated that business and work was meant to be so darn serious anyway?
- Play is super food for creativity. Creativity is the life-blood of any vibrant business and most of the work we end up doing leads to clogged creativity over time.
- Play builds teamwork. The basic framework of most games depends upon teammates working together, within a set of rules, to achieve a common objective.
- Play reduces stress. Work can be downright stressful at times and play provides an outlet to reduce the physical and mental damages caused by stress.
- Play doesn’t seem like work. When you are engaged in a game you enter what psychiatrist and writer Mihaly Csikszentmihalyi describes as a flow state.
See the ideas at Adding Play to the Workplace.
South Africa’s primary and secondary education system is breeding a culture of mediocrity and entitlement that will ultimately undermine the growth of the country, both socially and economically.
This culture of entitlement is not simply limited to the education system however, but has been surreptitiously reappropriated by our rights-based discourse so that it has become almost impossible to fail at anything. It has become, in other words, a ”learner’s” right to pass, irrespective of whether they deserve or have achieved a standard that the rest of the country or economy would find acceptable.
The right to achieve, in short, has long since surpassed the duty to work hard.
Read more at South Africa’s culture of mediocrity | Thought Leader.
When people are out of the office, it’s more important than ever for you to be plugged in. Pay attention to the buzz among your employees. If some people feel the program isn’t working out, ask why – then deal with the problem. Perceived unfairness can poison your business’s morale.
It’s my experience that slackers will be slackers whether they’re in the office or not. Hard workers will do their best no matter whether they’re on the couch at home or perched at an Aeron chair in your office.
Show your team a little trust, and they’ll pay you back in spades.
See the opinion at Working Remotely: Do You Trust Your Employees To Do So?.
More than two-thirds of professionals participating in a global survey — including South Africans — believe they can balance a successful career and a full life outside work.
At least 52% said they have turned down a job offer that would have affected their existing work-life balance. In South Africa the figure was 67%.
The Accenture survey shows employers in at least five sectors of the economy how their employees define success. The survey indicates that a work-life balance supercedes money and recognition.
See the details at Employees ‘prefer work, life balance to more pay’.
Respect for people requires managers to use judgement and provide enough coaching while not micro-managing.
It requires giving employees room to grow while not using that as an excuse to just put them in situations beyond their ability to succeed.
It requires a manager to challenge employees to improve and grow while supporting them and helping them when appropriate. Managing with respect requires balance and iteration.
See the opinion at What Does Respect for People Actually Mean? » Curious Cat Management Improvement Blog.
Have you noticed a lack of true communication in the world today?
It’s not simply that there are so many who just lack the skills necessary to communicate effectively. Among the skilled, trained and experienced. there is a current trend to soften things up so much that clarity is obscured or even lost all together.
It shows up in academics, reporting, marketing, and even fiction.
I am sick of politically correct euphemisms. One that really offends is calling problems “difficulties” or “challenges” or “opportunities” or any other safe-for-children-and-small-pets blather.
A problem isn’t a challenge, it’s a problem.
Some interesting points at Politically Correct Euphemisms Must Die.
Consider this a jumping-off point as you envision new products and services — and look at it as a heads-up on evolving ways to manage your current business. Now, to your future.
Investigate the trends at The Biggest Trends in Business for 2013 | Entrepreneur.com.