Why Companies Shouldn’t Move Forward Without Looking Back

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Why Companies Shouldn’t Move Forward Without Looking Back

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Ian Borges
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While companies grow, it’s also important to look back at the mistakes that they’ve made during this process and understand what happened. For this purpose, retrospective meetings are great for organizations and their employees. Creating a space where people can openly discuss their ideas is critical for growth. This safe space where employees aren’t afraid of being judged, can give birth to not just solutions to past problems, but also innovative ideas that can really propel the company. It’s also a great process to learn from the company’s mistakes and adapt to change. Retrospectives are a great risk management tool that enable leaders to identify risks at an early stage. When team members are comfortable discussing issues, they might help the company in surprising ways, including spotting problems that are in their early stage and thereby saving the company a lot of trouble later on.

Is Your Company’s Annual Retreat A Hit Or A Miss?

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Is Your Company’s Annual Retreat A Hit Or A Miss?

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Ian Borges
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Companies that consistently produce results know the secret lies in good employee management. Employees work best when they are engaged and feel connected to the management. Organizations stand to gain when this connection is strong because it creates deeper alignment among employees and between employees and the management. However, many companies fail to capitalize on opportunities that create such connection and alignment. In their drive to focus on the bottom line, many companies forget the importance of employee engagement and how they can use existing events or structures to give it a boost.

Three Semco Examples That Reveal The Power Of Flexible Hours

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Three Semco Examples That Reveal The Power Of Flexible Hours

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Ian Borges
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When companies form ideas and rules that will define them, many of them tend to stick to the traditional norm of setting rigid working hours. Having set timings does work, and it has worked for many years, but the simple act of giving employees some flexibility in hours can go a long way towards improving their engagement and sense of belonging. Flexible hours, as a corporate concept, defies traditional compulsions to control how many hours employees work and to keep track of it all. It might seem easier to monitor set work hours, but there is no way managements can control the amount of work that employees do in those eight hours. It’s not so unusual to see employees in conventional companies quitting work five minutes before time or to see that they’re uninspired at work because they’re preoccupied with scheduling their personal work, like going to the bank or visiting the doctor’s office.

Why Employees With Autonomy Are Better For Your Company

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Why Employees With Autonomy Are Better For Your Company

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Ian Borges
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Trust is a key element in any relationship. Do you trust your employees to find their way through the work? Do you trust them to complete the task they’re given? If the answer is yes, then letting people work how they want to is your best bet. When you treat employees as adults, the relationship dynamic at the workplace completely transforms. It’s no longer a hierarchical setup with rigid rules but a more informal approach with fluid rules that can be bent and shaped according to need. And it’s not a myth: When they are treated well, employees tend to be more responsible and go out of their way to make sure they do whatever is in the best interests of the company. This, in turn, increases the profitability of the company.

Why Semco Became More Agile When It Closed Its Headquarters

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Why Semco Became More Agile When It Closed Its Headquarters

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Ian Borges
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Trends have always been around. Some of them go on to become undeniable truths, while others eventually fade into oblivion. However, that’s not the point. The point is, only the vigilant among us learn to spot the trends that are poised to become tomorrow’s realities. The rest of us, continue doing what we’ve been doing, sometimes out of sheer force of habit. For instance, consider the trends that predict how people will work in the future. Several studies have predicted that we might lose between five to 10 million jobs by 2020, thanks to artificial intelligence and other technological advances. While there’s no denying that people will continue to be essential to organizations, companies of the future are bound to be different. More diverse, global, agile and boundaryless, to be specific.    

Here’s Why Growth Needn’t Always Be Vertical

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Here’s Why Growth Needn’t Always Be Vertical

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Ian Borges
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Traditionally, growth in corporate companies has meant an employee’s vertical ascent through the hierarchy. Organizations lay out highly structured career paths for employees to follow in the hope that their rise through the corporate ranks will motivate them to perform better. But, this traditional model of growth hardly leaves any room for personal growth - an idea that’s gaining momentum within the increasingly Millennial workforce. It’s not to say that companies don’t already emphasize the personal development of their employees. However, in many cases, it turns out to be just lip service, with companies actually focussed on improving margins over employees. A good way to overcome this bias is to rethink our ideas of growth and to realize that it needn’t be synonymous with vertical ascent.

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