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But succeed in what?

Someone sets some rules, creates certain methodologies. Someone forms a trend and next thing you know it’s what we most talk about. To duly implement a system, we work on alteration models starting from our IT infrastructure. Some are quickly actualized, some aren’t. We present people with task descriptions, we open tasks in CRM systems… And if we are not a non-governmental organization, we run after better profit. It’s the nature of corporate life… Incidentally, NGOs also have to have communication, finance, profit strategies so that they can benefit and go more good.

So every one of us strive for the success of the organizations we are a part of. This success can oftentimes mean more sales, generating new ideas, opening new markets or doing more good.

Relations of engagement and success

One of the most crucial points on employee engagement is the awareness of employees of the definition of success written in agendas of their executive teams. It is impossible to form a common spirit with secret agendas. We need to share more beyond mission statements shared in large group meetings through powerpoint presentations.

By now all of us are aware that the new generation employees seek meaning in their work, and they harbor an instinct to create value at the end of their efforts. The answer to the question “Why do I work?” could be different for generation X but you must accept that it is incredibly different for generation Y who we work with now and future generations. There is a sentence bosses use often, “The real issue here is to make people’s hearts beat. I need people whose heart beats, who wears their hearts on their sleeves.” What a great observation this is! You are so right. But is it the profit you expect at year-end that will make their hearts beat as they work? What kind of an electrode activation does the new operational venture you initiated in India or China? At what bpm do their hearts beat when you say every project will be entered into the CRM system and will be followed up on, and every morning the system like an old sage appears to alert “You, employee! You still have not done what you were supposed to finish yesterday, the project is halting because of you”?

Thinking this way is of course morbid, but for all of this and more to work, we simply need a little bit of spice. It is actually a very simple element of support. It is called: Sincerity.

Try to read these sentences, taking half a minute to think in between them.

-Everyone in this company knows the definition of success. Our definition is a sophisticated one beyond quantitative successes. We might have created a new market and a lot of profit. But in the meantime if our turnover rates are much higher than average, our success rates fall.

-For us, in success exists people who work on every facet of themselves, whose improvement plans are meticulously implemented. Because true growth makes one take steps forward. With those steps the company moves forward.

-In success a common mind, soul, even heart is created. This commonality drives us to produce without the need for someone else’s control. The wish to produce without someone’s control is commitment.

-We attach a lot of importance to the contribution of the new generation. Their method of working is different than our and this difference deepens and enriches the work. We need to be excited for what this difference will bring us, not build bad scenarios on it.

-We cannot only be making profit. This will weaken us in every aspect. Look at countries with the highest social development rates. They’re not the world’s richest oil countries. The reason of their richness is actually social development in itself. They are rich with a model that includes justice, circumstances for education, a focus on human and most importantly, democracy.

Do you have a sentence like that?