Personal Value and Strategy
How do we value ourselves and how do others value us? If we work in large organisations this tends to be measured ultimately by our remuneration package. Our salary may not meet with our personal expectations but it is usually set by market rates. Where the company gets this wrong, it can leave to staff leaving and being head hunted by their competitors or them simply leaving because of lack of engagement.
In my experience, first ‘jobs’ for companies tend to be pretty menial but as we develop our careers we learn that value is measured in the additional things that we can do for our employers. The cliché here is “going the extra mile” with examples being thinking for ourselves, taking initiative, solving problems and managing our time efficiently.
If we develop ourselves, we become more valuable to our employers and our market rate should rise. If our employers develop us through training and sending us on placements to other interrelated departments, our experience is broadened. Our value increases through knowledge and experiential learning. However, there could still be something missing.
There is no point in having a well-educated, trained workforce unless they know the direction of the company as a whole. Without a vision or strategy which is relevant to every employee the efforts of the staff could be pulling in different directions.
The best example from my career has been with Carlsberg between 1995 and 2004. We were the UK’s 4th largest brewer - hardly the most inspiring label to instil pride. A new Management Team developed a vision that they felt we could all rally around; Growth through Customer Service. Our Job titles, job descriptions were changed; we were told what the New Direction meant to all of us and to our customers.
Like all these initiatives, it was initially met with scepticism but through consistent actions focussing on service, our staff and our Customers soon realised that this was not a flash in the pan. Our Attitudes adjusted. It was a really exciting time as we were all involved in the change and could see that it made a difference. The results were phenomenal and we gained market share, customers and retained a highly motivated workforce. What is your organisation doing to share its Vision, Values and Goals? Are your company’s leaders giving clarity and direction to all staff members? Could you benefit from an external perspective?
I look forward to hearing from you.