Individual Simplicity: Surprising Ways To Be Our Best
By Deanna Morris,
Published on July 30, 2015
We all want to do a good job at work. We want to be
productive and successful. However, business processes and company cultures can
create complexities that hinder our ability to be our best. Simplifying things
for our company and our customers is no doubt essential. But we also need to
focus on simplifying things for individuals.
Individual simplicity
unleashes potential and innovation, and ultimately impacts the bottom line and
customer satisfaction.
A new eBook from the Jensen Group, “Building
Simpler Corporate Cultures”, gives great insights into the necessity and
benefits of individual simplicity.
Trust
In an organization, trust goes both ways. Leaders
need to earn trust, and conversely, individuals want their leaders to trust
them. According to Interaction Associates/IDG, only 4 in 10
employees trust their boss. Leaders can earn trust by walking the walk when it
comes to creating a culture of simplification. Leaders can make simplification
a priority and consistently reward simplification efforts. Inspire people to
identify areas that can be simplified. Ensure that those efforts are recognized
and rewarded to encourage others. Leaders should also be decisive and make
decisions quickly when opportunities for simplification arise. Leaders in turn
should trust employees. If employees are trusted, they are empowered.
Empowerment
The Jensen Group describes simplicity as power.
Those with more power have it easier. Those with less power face greater
complexities. For example, executives rarely have to spend lots of cycles
submitting expense reports or following multi-step operational processes.
Power, and therefore empowerment, will enable Individual simplification.
Leaders should empower people to make decisions, take risks, and be ok with
failure. Requiring multiple levels of approval and inspection creates
complexity and is demotivating. Instead, leaders should take the role of
facilitator or guide.
Engagement
According to Gallup, as few as 13% of employees are fully
or actively engaged. Engaged employees are more likely to innovate, and that
impacts the bottom line. People want to know that their work has an impact —
when they see that, they become more engaged. Also, leaders can make work a fun
place to be. People can perform tasks and work for any company or department,
but they will perform their best and stay longer if they enjoy themselves.
Check in on the results
There are ways to tell if there is a culture of
individual simplification. Leaders will see career development in employees,
along with innovation and an increase in the number of people who enjoy their
work. These traits are contagious, so one example of successful individual
simplicity will proliferate across teams, departments, and the entire
organization. Imagine an organization where everyone can do and be their best!
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