![]() More personal autonomy, not less, actually enhances job performance. In his book Drive: The Surprising Truth About What Motivates Us, Pink argues that cognitive science shows carrots” to be far more effective tools than ‘sticks. In fact, researchers have found that less control improves employees” attitudes and engagement with their work.Īuthor Daniel Pink lists autonomy as one of three fundamental human needs – along with skills mastery and having a significant purpose – that lend meaning to work. Threatening punishment does not call workers on board your train, heading together in the direction of your company’s mission, vision, and other goals. Unable to stand over employees and watch their every move, your management team substitutes with written guidelines and reprisals meant to induce compliance.īut compliance is not alignment. You may not realise it but layering on the rules is an attempt to maximise control – of the office dynamic, a productive work ethic, or the work process itself. While you may have several sore spots, your overstuffed employee handbook points to a fundamental deficiency: your workers are in need of more autonomy. It leads to overworked executives or a revolving door for employees.Įither condition is evidence that your company’s culture is ailing. ![]() If you’ve already done that, though, you may have a larger problem: you tend to micromanage. If you’re piling rules on top of rules, simply culling outmoded information may return the more pressing items to the forefront. ![]() Too many criteria, however, dilute the message and cause readers to tune out. This saves time for your HR department and puts all of your staff, literally, on the same page. ![]() People should be able to turn to the employee handbook to resolve questions on company policy or legal issues. Is it still in good shape Or overweight” Exponential growth is a warning sign! When you feel the need to add directives year after year, the real question is not what they should be, but why that manual continues to grow. As your organisation matured, you may have added or tweaked rules here or there. ![]() Your employee handbook probably started out lean, just like your business. ![]()
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