Isn’t it surprising how many in management believe that the team spirit within departments makes up for missing corporate culture?

As a matter of fact a missing corporate culture can be quite damaging to any (big or small) business. While customers will recognize and appreciate the team’s spirit within a given department, having to deal with a different culture when talking to someone else is cumbersome at best. Even worst is how often the team spirit is based on the assumption the team one belongs to is better than other teams.

At times other teams are even seen as phlegmatic and unknowledgeable.

Would you consider that corporate culture?

Do you live within a corporate culture?

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Checklist

One of the best ways you can create a set of goals for your team is to remember to follow the SMART (Specific, Measurable, Attractive, Realistic, and Timely) principle. Once those goals are set—they have to be evaluated constantly and adjusted when needed.

✓ Are you in control of your own destiny?

✓ Is your boss?

✓ Are you making your own decisions?

✓ Are you allowed to plan?

✓ Can you change given plans?

✓ Does your word count?

✓ Is there too much stress and pressure?

✓ Are blame games part of the daily routine?

✓ Does money or the lack of it rule?

✓ Is there supervision only?

✓ Is the staff qualified?

✓ Are there teams?

✓ Do you feel managed?

✓ Does the team feel managed?

✓ Is the top manager representing or managing?

✓ Do managers in the organization follow their own words?

✓ Do managers meet with employees every few weeks?

✓ Do you like the overall feeling?

✓ Do you have fun?

✓ Are management and staff loyal? To each other and the company?

✓ Is everyone responsible towards customers?

✓ Are there entrepreneurs?

✓ Are there ethical standards?

✓ Are they followed and lived by?

PDF version

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A great question indeed, but it leaves this one open: Should lower ranked employees that do good work get a high income too?

According to the CFO at one company I worked at: No.

He could not stand the fact that I made more money than he did. But he overlooked that I fixed a problem in 40 hours that their team hasn’t been able to fix in 3 months. Would I have been one of the company’s managers I sure would have gotten a big bonus, wouldn’t you agree?

We hear it over and over again; they deserve a good income because:

• Top managers work 90 hour weeks
• They produce good results
• Their income depends on the success of the company
• The bonus depends on the measurable added value
• Movie and sports stars have a big income too
• When not paid good enough they leave
• Achievements count

An impressive list, but isn’t most also true for the lower ranked employees? But all she gets to hear is: “Leave, if you do not like it.”

Truly the success of a company is not just the success of that one single manager on top, right? It’s the true leadership that gets the best out of every employee. Now we all understand why Jane Doe works in shipping and John in support. But if something goes wrong, they both will be willing to work more than the 8 hour shift. They both will be adding value—for the company’s customers. They both would leave if they get an offer that they consider better.

When the plebeians in ancient Rome went on to strike Menenius Agrippa was sent out. He told the fable of the “The Belly and the Limbs “; convincing the plebeians to return to work. Many managers see themselves as the belly ensuring the survival of all. But without the limbs, a belly can’t survive either, right?

Wouldn’t you agree with those that say that the fable from the “The Belly and the Limbs” is one of the biggest social lies of human kind?

Serving only managers?

History is full of very valuable lessons. Why do so many ignore them?

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Trusting the team doesn’t mean giving up control. The issue for most managers isn’t whether to exert control, but how to do it.

Frank Kanu

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each individual employee worked according to his or her own standards?


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