Corporate Culture – Disconnect between Vision & Reality

Mike Gourley, in his paper “Mission Statements – The Disconnect between Desire and Reality” says:

“While senior managers want cultures that encourage initiative, co-operation, teamwork, goal setting, creativity and commitment, most instead unwittingly develop cultures that encourage politics, internal competition, individualism, avoidance of blame and an unwillingness to commit.” (emphasis mine!)

He goes on to make the point that:

“Although senior management strives to guide behaviour through statements of desired values, the reality is that most organisational members look to actions, not words, to figure out what is expected of them through the forces they face on a day-to-day basis.”

Is this true of your organization? If so, what are you doing about it?

Managers’ Delusions

Ask any manager this question, "Your company's revenues reduce by 20% per annum over two years. What would you do?"

Or this one, "You have an employee who hasn't delivered on his potential, and clearly is not worth the money you are paying him. What would you do?"

I'm quite willing to bet that nine times out of ten, the answer would be along the lines of asking people to leave (may or may not be couched in a euphemism like downsizing, right-sizing, "let go of", "not carry baggage", etc.)

Then ask them this one, "You have an employee who has been a star performer. You have rewarded him over the years, and he has performed. Now he wants to quit as he feels this company is too small for him, or not fulfilling his career aspirations, or not paying him enough. How do you feel about that?"

I'm equally certain that the feelings expressed will be that of outrage, of being cheated, of (the employee's) disloyalty, of how today's employees just don't care enough about the company, etc.

All i can say in response is "Grow up! guys!!!"

Big Picture Guy on Career Decisions

One of the blogs I read regularly is Big Picture Small Office. It’s the (only mildly tongue-in-cheek) description of the Corporate travails of a senior executive who goes by the moniker Big Picture Guy (or BPG for short).

Sometimes funny, at other tragic! As he says in his introduction, nothing & no one is spared. It’s the story of “a big company that manages to think small“. Now, if that reminds you of your company, don’t say you weren’t warned. The blog is littered with stories all of us can identify with at one time or another in our corporate careers. It manages to entertain without being trivial. Dilbert, this is not! There is no snide humor here. This is real life baby!

It’s littered with memorable characters ranging from Black Widow (the VP-HR) & General Ledger (VP-Finance) to Ms. Pigeon (the President’s secretary, sorry Executive Assistant) & Rigor Mortis (VP-Legal), and covers with brutal honesty, candor & wit a range of corporate misdemeanours from Reorganizations to Promotions, from Awards to Policy-making, Planning committees, et al.

The blog is also fairly well commented upon, with some very informed & informative discussion ranging in its portals. Some of the best business bloggers choose this place for their incisive yet pithy comments on the topic of the day. Some other idiots (most notably yours truly) also infest the place looking for some of the wisdom to rub on us! 😉

Lately, BPG’s tone has turned a bit morose. One gets the feeling that his heart is not in his job, that even though he’s still fighting against the dying light, he doesn’t feel too hopeful for his company’s future. Some of the recent posts have been fairly bitter when compared against some earlier ones. The reporting has become more fact-based, than satirical. (Hey, I’m not complaining! If anything, I feel it’s probably better this way!)

In one of his recent posts, BPG talked about an offer he’d received from another company. The post closes with:

I make a lot of noise in my own quiet way. However, I find myself, all too often, ranting to the deaf, too frequently railing to the disinterested. I have learned to be satisfied with small victories, amused by small incidents, comforted by small friendships. I must now ask myself: is that enough?

In one of his comments to the above post, he says:

“There is a precipice on either side of you – a precipice of caution and a precipice of over-daring.” I must look ahead – not back and not to the sides – for the answer.

Good luck BPG! And thanks for the advice for all Corporate Warriors. Y’all do go take a look here.

Pamela Slim’s Open Letter to CEOs

I recently came across Pamela Slim’s thoughtful blog, Escape from Cubicle Nation. The name says it all.

Most of the material was as i expected it to be, good commonsensical advice about becoming an entre/inta-preneur, getting more control of your life, and becalming your life at work & otherwise. Everything a would-be, could-be entrepreneur needs.

And then a couple of days ago, BAM! This post hit me between my eyes. It’s witty, funny, hard-hitting & expresses exactly what i (and i’m sure oh-so-many of you) have thought of writing so many times. My favorite parts below (italics mine to emphasize the parts i absolutely loved):

2. Stop running your company like the mafia.  By now, we are all aware that no job in any industry is secure.  They can be re-scoped, eliminated or outsourced at any time.  And that is the way it should be – no organization can be static in today’s environment.  But despite this common knowledge, many of your managers act betrayed when their employees tell them they want to leave the company.  This is an absolute double standard and should be stopped immediately.  If you help your employees grow and develop in their career even if they plan to leave the company, you will create an extremely loyal workforce.

3. Spend a moment walking around the halls of your company and look at your employees.  I mean really look at them.  Don’t just pat them on the back and pump their hand while looking over their head at the exit door. Look directly in their eyes.  Imagine what their life is like.  Who is waiting at home for them?  What are the real consequences to their health, marriages and children when they have to work yet another 13 hour day?  What kind of dreams do they have?  What makes them really happy?  What do their eyes tell you?  Do they trust you?  Resent you?  Think you are full of it? I met precious few C-level executives in 10 years consulting that truly “saw” and cared about their employees.  Those that did reaped gigantic mounds of good will and respect.

8. Focus on the work people do, not how or when they do it.  Some positions require people to be at their desk at an appointed hour to answer customer calls or to participate in live meetings.  But others can do their work from home, early in the morning, late in the evening or dialing in from the local Starbucks.  The turnover magnet you have for losing great employees is not the competitor down the street, it is the idea of freedom and flexibility for the self-employed.  Your employees have different biorhythms and working styles and activities going on in their lives.  If you provide flexible work options and don’t make people sit unnecessarily at their desk, you will keep some great employees who would otherwise leave.  A manager who is afraid to offer telecommuting to her employees because she thinks they will slack off is just showing her own weakness. Great managers build accountability into flexible work plans and manage performance aggressively.

9. Watch the burnout.  Many companies measure an employee’s drive and dedication by the amount of hours they work each day.  I have witnessed people playing video games at their desk until their manager leaves “just so they won’t think that I am slacker.”  Huh?  It is not a badge of honor to work 18 hours a day, it is a sure path to a heart attack or divorce.  There are times when employees have to work around the clock to get critical projects done and that is part of doing business.  But if they are working long hours just because “everyone does,” you are creating a culture of waste, inefficiency and ill health.

Do read the full piece here.

And then go & read her Open letter to employees across the corporate world, where she gives & elaborates on advice to “trapped” employees in organisations across the world:

1. Don’t pretend your job is secure.
2. Make a long-term life plan.
3. Pay attention to who you go to lunch with.
4. Always have a Plan B, C and D.
5. Don’t think of your job as a paycheck, think of it as a learning opportunity.
6. Take responsibility for yourself.

Angry Bosses And Clueless Employees

At least that's what i thought this strip seemed to say!