Consider the 2nd Law of Thermodynamics: Order tends to Disorder.
I would say that this principle can also be applied to human relationships.
Consider a couple, in the first bloom of love, perfect and dedicated to each other in every way. Over time, this relationship changes. Flaws appear. Differences seem important. Work must be done to manage the relationship, lest it fragment and dissolve completely.
This process is not restricted to romance, but to all human relationships, friendships, and partnerships. The same extends to the relationship of employees to each other, and to the company body.
Think of a positively motivated employee entering a company for the first time. Full of dreams and aspirations, the employee believes 100% in the ethos and mission statement of the company. They see themselves doing great things, being rewarded for their service, climbing the professional ladder, and enjoying professional growth in an atmosphere of well-being, trust and productivity.
This picture may seem to have been overly tinted with rosiness. However, for many people entering a new job, this is exactly what they think, and how far they have to fall when it all goes wrong. Problems of company discord (which has many forms), are very common. The reversal of this discord, to the point where the company emerges better and stronger, is something that is actually quite easily achieved, requiring only a little bit of work, some open-mindedness, and the desire to be productive and happy. Sounds easy, no? Yet the majority of companies still ignore the solution to what is a constant and also costly problem.
I spent several years working in a company whose top management seemed to wilfully ignore the problems brewing, until they finally boiled over. I was lucky enough to be somewhat on the fringe of the central world, and so was able to observe in growing horror and agony as good, hard working, intelligent people were turned into quivering wrecks. From what I could see, all the problems could be addressed and solved with a few honest meetings, taking into consideration everyone’s viewpoint and opinion. This never happened, and the company fell apart, taking most of the people with it. Stubbornness, pride and ignorance were to blame.
Companies often feel that to employ and implement a change management strategy would only alarm their employees into feeling threatened. Or they are unwilling to spend the time on such a project, a stance that is blinkered and short sighted. The truth is, that when change management is properly constructed, delivered, and maintained, companies thrive. This is because internal productivity and contentment has risen, which has a direct knock on effect to the overall output. The people who work for a company want to be considered, consulted and challenged in their work. No-one likes being ignored. Change management projects, often also coupled with behavioural coaching and training, can transform an individual, a team, and the entire business. Because such projects relate directly to the employee company relationship, they have the added potential of separating the wheat from the chaff, so to speak.
It’s very simple. Happy people make for a happy company. When an employee wants to do their job, and is proud to do it, it’s a win-win. When the relationships between employees and their seniors are managed and harmonized, the shackles of distrust, resentment and inertia are broken. With a new desire to do well and improve their own skills and position, employees will become more energized, which in turn will filter through to the greater company body.
There are quite a few change management models to choose from, and I would strongly encourage all leaders, company owners, and managers to start thinking about incorporating change management into their business.
The Janus Project can provide a tailored service for any type or size of business. If you would like to discuss such options, please contact us directly: firstname.lastname@example.orgFollow thejanusproject