In today’s era of start-ups and entrepreneurship, age and time are no barrier to achieve success. If you have the right mind, dedicated resources, and determined attitude, you can build an empire.
But the process is easier to narrate than execute. You might have heard may founders and company owners to those small parts of their companies which they want to improve and they never could. Their experiences while managing their businesses are actually their stepping stones.
So we can learn from those small standpoints the big lessons that any entrepreneur faces in this regular life.
Thought-culture would just happen
It is a general tendency that if you hire talented people, give them perks, office spaces, resources, etc., you will get results in a few weeks. So the roadmap is simple you need to build cool stuff, make your clients happy, attract more clients and you might be the next fortune 500 company in the coming decade.
However, many founders strongly believe that as per their experiences, culture and environment in the office must be strongly worked on. There has to be a robust system which should make sure that everything is functioning properly.
Create a feedback loop
We all know that talking solves many questions but very few organization believes in such level of transparency inside their system. In today’s time company, workflow, management hierarchy, clientele change rapidly than you can ever think.
In this case, an owner must develop a feedback loop where they have a 1 on 1 session with their co-workers. Here, the co-workers must have the independence of sharing their views about the company. This type of system will develop a sense of trusts between people that their voice is heard and if required, put it in action too.
You will know what your employees think of you, about your company, do they actually like working the way company operates or they have a better idea about developing better culture.
You read it right. During the lunch break, it is a general practice that top-level management sit together and nobody from the subordinates is allowed to eat on the same table. So it creates metal barriers on the colleagues that you cannot eat with your manager or a team leader or a trainee, etc.
If you just interact with your staff during the working hours, then it would be hard for you create a connection with them. At the end of the day, the success or failure of projects is dependent on the overall team not on a particular team member.
So the moments like lunch breaks, tea breaks are such span of refreshment where you can know more about your co-worker and work proficiently at the end.
Let them know the vision and the mission
If you hire smart people, that doesn’t mean they will figure everything out by themselves. You need to tell them what is expected of them and they can expect from the company. They must know the clear instructions from the management before handing over any project to them. This would help the overall system in execution.
So, if they know what they are supposed to do with the project, the task will get the speed up immediately they are on board. So, you can expect better and faster progress because you have already told them about the job.
So, these steps must be thought out by the people who want to grow not only professionally but personally. If you have any other area to point-out you can let us know in the comment section.