Not many people know that Steve Jobs was a legendary recruiter. He always believed in quality over quantity. Managing and building a team of “A+” players drove Apple to the pinnacle of the world. Similarly, super companies like Amazon, Microsoft, Google, and Facebook managed to build teams which stood the test of time. Now, they are the subject of case studies for millions of aspiring entrepreneurs around the world.
It is important for a team and its new recruits to share the same vision and passion towards a fixed goal. A strong binding culture can drive a team better than any other extrinsic incentives. This leads to better communication and free flow of creative ideas. Long-term goals are far more important than short-term thinking.
Every team must have a resilient and objective leader. Someone who can withstand stressful situations and accept responsibility for bad decisions made as well as sharing the accomplishments after a good decision. No one knows everything; a capable leader is one willing to learn. A leader who is learning is an example for everyone. Experience is gained through facing challenges and completing assignments throughout one’s career. Employees should be encouraged to heighten morale even if the journey is filled with various challenges. Major challenges always come with major rewards.
Employee engagement is crucial to improving organizational performance. Leaders are advised to provide an open platform for employees to freely express themselves without fear of failure. They should understand the importance of separating organizational goals from the shackles of indifference and criticism. Instead, constructive criticism is most welcomed. Having an optimistic approach works better than criticizing your employees. Unfortunately, many organizations are more likely to approach failure negatively, which puts their employer brand and reputation in jeopardy.
Organizational leaders should focus on building talents holistically. As an employee rises through the ranks, more responsibilities are expected of him. Employees who have specific skill sets impact the overall performance of the organization, however, the impact gradually decreases. It is of utmost importance that leaders continue to develop their talent pool, especially with the effects of the Fourth Industrial Revolution. Developing existing talent has a strong influence over employees’ decision to sail on or jump from your ship.
In today’s volatile business climate, adapting to change is crucial. In fact, it is pivotal to business success. Employees must accustom themselves to change and ensure quick transition for better crisis management. A high level of trust underpins change initiatives, reducing fear and improving collaboration.
A company is nothing without their employees. Organizational performance is a shared responsibility between leaders and their employees. It is a collective effort, that every employee should think of the organization as their own.
Excellent management of roles and long-term thinking are the key essence in building a successful company. A company that puts their people first, promotes a sustainable future, drives the company with passion to change, and evolves for the better is destined to nurture great employees and outshine all competitors.
By Anthony Raja Devadoss, CPI Board Member and Managing Director & Business Head at PERSOLKELLY Consulting – APAC