There’s no magic bullet for creating a successful organization.
And being successful isn’t just about having a great product or service. Or having the best prices. Or the coolest logo, sexiest name or swankiest office building. It’s about people. Specifically the people who work at your company.
I was catching up on my reading during a recent flight and came across a couple of quotes in Inc. Magazine on the subject of successful companies.
Fred Wilson, a venture capitalist and principal at Union Square Ventures said, “You have to start with culture, values, and a commitment to create a fantastic workplace. You can’t fake these things. They have to come from the top. They are not bullshit. They are everything.”
Patrick Lencioni, author of the best-selling book “The Five Dysfunctions of a Team” and former vice president of organizational development at Bain & Company, calls it the “healthy organization.” Defined as an environment where people can thrive, without unnecessary dysfunction, confusion and politics. It requires a cohesive team, clarity, communication and reinforcement.
Successful businesses need good products and services. They need to price themselves competitively. There’s a strategy to having an eye-catching logo and memorable name. But I’d argue that a business is setting themselves up for major struggle if they don’t also invest in the people side of their business.
I overheard a conversation recently that went something like this:
I need to order some cupcakes for a party at work. I’m going to order them from [name withheld] Cupcakes. I know they will mess the order up. In fact, I’m 75% confident they will make a mistake.
Is this an isolated incident? Or is it what’s really happening in the marketplace? Some other cupcake company is going to realize “if we hire great people, train them well, and recognize their hard work, we’re gonna sell more and make more money. And probably put [name withheld] Cupcakes out of business.”
I know we’ve all heard the mantra “People are Our Greatest Asset.” And even though the mantra is well worn, deep down inside we know it’s true. We don’t have to speak the words. We just have to demonstrate that we believe it.
Image courtesy of Nancy Newell [Simutis]
Hi! I'm Sharlyn Lauby, an HR pro turned consultant. I created the HR Bartender blog so people would have a friendly place to discuss workplace issues. And since, over the years, I've developed an appreciation for the culinary arts (translation: I'm a Foodie) you'll see some of that here too. So, pull up a stool and order your favorite drink . . . the bar is always open.
{ 1 trackback }
{ 4 comments… read them below or add one }
Employees really are the heart and soul of your business and brand. Without employees that fit and know your company, good training, and consistent employee engagement activities, you’re setting up for disaster. But how can you make sure you’re choosing the right people? Try using employee referrals when looking for job leads, but only do this if you already have a good employee base.
And one more big truth: “Businesses don’t make people happy -people do”. Investing in your people is the smartest thing you can do, because they are your business!
Despoina recently posted..Thank you for an insightful discussion during last week’s CEOs’ Business Breakfast
Hi Sharon, well done on your blog! Its awesome!
Does authenticity need to be ‘good or bad’ for a company to be successful? There are plenty of ‘great’ companies who aren’t what one would perceive as ‘people friendly’ or liked?
Thank you for the great comments!
Hiring employees from referrals can make a lot of sense – it’s consistently noted for having a lower cost per hire. Regardless of where you source candidates, they must align with your culture. I’d ask myself, “Does this candidate support our company values?”
Even if there’s a person who doesn’t like your company values, I’d like to think on some level they respect that the company is sticking to them.