If as Deming said, “every system is perfectly designed to get the results it gets,” then by extension organizations are perfectly designed to get the results they get, and their people management practices are perfectly designed to get the results THEY get.
If those results are as follows…
- People are afraid to share ideas
- People feel they need to be someone else at work (and themselves at home)
- People take mental health days
- People feel that team success comes at a personal cost
- People feel that accountability is lacking and poorly done when it isn’t
- People feel that recognition is lacking and poorly done when it isn’t
- And finally, managers feel and say that people don’t have a reason for any of the above
…then it should pain you to know that that’s what your organization has chosen to produce.
If you see your organization in the statements above it’s time to take a good hard look in the mirror. What are you doing to your people? What systems, both explicit and implicit, are delivering these results? Is “easy to manage” worth the human cost borne by your employees? Are you and the organization winning? Is it sustainable if people feel this way?
It’s not a question of whether people should feel that way. If they do, they DO.
The question IS whether you will step up and do something about it, whether you will push the boundaries a bit and speak on behalf of the HUMANS in your organization and whether you will recruit others to help you do the same.
You always have a choice. Choose to change the system.
Choose to change the results.
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