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Reinventing the Rules of Work: We work daily to sustain ourselves and achieve the best results; we rely on some predefined set of rules or rules of work. But have you ever wondered how we could break the conventional norms and do better what we are already doing? That, my friend, you can do by reinventing the rules of work.
Here, we will present a list of work rules that can help you improve your business into something you ever wanted, but even better. We have also mentioned some rules for employees that they need to implement on their end.
Reinventing the Rules of Work, For Employers:
Here we are talking about Reinventing the Rules of Work, For Employers:
Coronavirus introduced the world to a new working culture. Work from home or WFH. Although it existed way before the COVID-19 outbreak, it wasn’t that mainstream and was looked down upon. However, now it is the mainstream for many organizations and teams.
Companies reported an increase in profits and cost reduction in terms of paying office rent and associated bills. Flexibility is something that every employee wishes for. Being flexible can give a psychological boost to working people.
Although it might not always be practical to offer flexible work timings, you need to try it out in different ways to separate what works for your organization from what doesn’t.
Rule #02 – Keep the Champs – Employee Retention
Have you ever heard about the “Rockstar Principle?” It is one of the major reasons behind the success of Netflix. The idea behind this principle is simple; you have to pay a high performer like a rockstar instead of hiring more people that are average and paying them less.
Employee retention has always been a great challenge for organizations. Every organization wants to keep their top talent to themselves only. However, lucrative opportunities lure these top performers to leave their current organizations.
Therefore, organizations need to retain their top talent by being preemptive in providing them with lucrative offers.
Feedback is the most important thing that ensures a professional or an entire organization stays on track and does it as required. Taking feedback is not easy. It will help if you separate genuine feedback from the fluff.
You need to add feedback as one of the major agendas of every meeting. Moreover, you can develop 360-degree assessments for employees to provide individual feedback publicly. This will allow colleagues to better understand the strengths and weaknesses of each other.
Rule #04 – Ditch the Pyramid for the Tree
Make a Management Paradigm Shift In a typical organization, the decision-making follows a pyramid-like structure. The leadership sits on top of this pyramid while the lower-level members are at the bottom.
Instead of following the pyramid decision-making structure, organizations can use the tree decision-making structure. In such a model, leadership is not at the top. Instead, it is at the bottom of the structure, like the roots of a tree, providing the context that others need to follow.
A major outcome of this decision-making structure is that lower-level employees get more control and can take decisions autonomously as they are well aware of the objectives and goals of the organization. Please note that implementing this type of decision-making structure necessitates a major fundamental management paradigm shift.
In addition to error reduction and optimizing efficiency, teams must focus on consistency and replicability. However, in today’s landscape, the primary goal is something else. It is making the processes faster and more flexible.
Workplace culture is very important for any organization’s success, whether a small startup or a full-fledged organization. What distinguishes a mushrooming organization from a stagnant firm is workplace culture. Thus, it must be prioritized.
Working in a flexible and suitable workplace culture doesn’t feel like working under stress. Instead, it feels like you’re with your family or friends and working together to build something remarkable that you can be proud of in the future.
There are several great ideas over the internet that you can employ to improve the work culture in your organization. Instead of completely revamping the workplace culture, implement the changes in increments so that you can easily stick to what’s working and discard what’s not.
Rule #06 – Incentivize the Processes
Undoubtedly, an employee is looking for personal growth, refining existing skills, and picking up new ones while working for an organization. While money is not the most important thing in an organization, it is the most essential. Sustenance without money is simply not possible.
By incentivizing work, employees can boost the work that is being done in their organizations. These incentives need not be huge paychecks or gift extraordinaire. They can be simple shopping coupons, self-improvement books, or whatnot.
You need to brainstorm and explore several possibilities to develop an incentive program that not only boosts the performance of your employees but also stays in line with the goals and objectives of your organization.
Every employee brings something different to an organization. If someone is doing something different doesn’t always necessarily mean that they are doing it wrong. Going unconventional is not wandering off the set path. It can instead be treated as searching for a better way of doing something that has already been done.
You need to carefully analyze the work process of every employee to pick up innovative ways to help others who are doing the same thing. A simple way to do this is to compare the results of people working on the same thing but with different approaches.
Ensure that you don’t curb innovation in your organization. Doing so can negatively impact your organization. It can even be the reason for the decline, which no business owner would like to have.
The management needs to be preemptive in identifying issues that can affect the performance of their teams. These can be anything ranging from personal issues to conflicts. It is important to detect these issues as soon as possible to develop a counter-strategy.
Always keep in mind that a business is a calculated risk. However, your calculations can go wrong if one or many unidentified variables enter the equation. Therefore, you should always expect the best but be prepared for the worst.
For an organization, several things can go wrong. For example, clients might not be able to make timely payments due to some major issue, which can be a global recession or some war.
In order to prepare for such situations, you need to keep an emergency fund that you can use to bail out your employees and your organization.
Leaders should be very cautious about their actions as they can make or break a business. Also, a leader is always looked upon by the team members, especially those new to it. Therefore, you should avoid doing things you want your team to reject.
You should always keep your leader attitude but should not forget that under that designation, you’re also a human being. Therefore, compassion and understanding are important. They will help you pass even the direst of situations.
If your team believes in you, they can even do things that they might not believe they are capable of. A true leader is not one that always lays out the instructions but the one who knows when to lead and when to follow.
You can also check out our other related article Flexible Working Practices:
Some important rules for Employees:
Technology and trends are changing rapidly. Therefore, as an employee, you need to stay relevant in the industry by staying updated about the latest happenings.
You must regularly reassess your skill levels and see whether you need to refine some of them and pick up new ones. The more skills you will have, the more options you can have to stay ahead in the game.
You need to have a clear vision of what you are doing right now and what you will do in the future. Going with the flow might be a good strategy in certain situations but having a clear picture of what you need to do and how you need to do it is a must.
The more focused you are, the better the results you can produce for yourself and your employer. Keep looking for your options and do something with full focus. Compromising might not serve you well and might even affect your performance. The more consistent you are, the better it is for improving.
Although you might be committed to your employer, you must not rule out the possibility of better opportunities. To grab them, you must know about them. Therefore, you need to be on your toes to seek opportunities that offer you personal growth, skill improvement, and work satisfaction.
We all have heard about work-life balance. It is essential because if you are not cautious about maintaining the perfect balance between your professional and personal lives, either of them can bleed into the other, resulting in outcomes that aren’t helpful.
You must know that work is important but so is having a life. You must not be so consumed by work that you miss out on important things in life. Doing so might give you the satisfaction of having an exceptional and fulfilling professional life but might leave you longing for many missed moments in your personal life.
At the end of the day, we all are humans and thus, get influenced by our emotions. However, you need to be well aware of your emotions and don’t let them cloud your judgment. Emotional intelligence or EQ is an important skill.
Becoming emotionally intelligent will allow you to develop better insights into your emotions. There are several ways of increasing your EQ. Reading books, participating in interesting conversations, doing work in groups, and keeping a journal are some of the best ways to improve your emotional quotient.
Here are some important FAQs:
Do I need to follow all the points mentioned above to work better?
No, but you need to follow as many as you can. Moreover, the approach that you need to accomplish these pointers might vary from situation to situation. Therefore, you should have a clear understanding of your situation first.
Do all the rules need to be reinvented?
No. You only need to change the rules that seem outdated or don’t work. Moreover, you need to experiment in little ways to check what works out for you and what doesn’t.
What is the Pareto rule?
Also known as the 80-20 or 80/20 rule, it suggests that 80% of the results are directly dependent on 20% of the causes.
It’s not easy to reinvent the rules of work in your organization, especially if it is big enough and divided into multiple independent teams. However, you need to continuously work on them to ensure that your organization evolves in the right way to sustain and grow in the cut-throat competitiveness of 21st-century businesses. Wish you all the best!