Wanted: More Corporate Mystics
"Power to the people" is no longer a revolutionary slogan, 
it is an absolute requisite for the survival of business in the 21st century.

6. How Savvy Employers Get the Best from their Workforce

Sharing the Knowledge:

The importance of internal cooperation cannot be overestimated. It has been said and repeated that the workflow is more important than the cashflow. 

The savvy employer realizes the benefit of an empowered workforce and is eager to impress them with his concern for their needs and goals. He must do everything in his power to help them meet their needs and achieve their goals as soon as possible. It's the simple principle of "do unto others", but most people have not really thought it through. 

If savvy management is not personally capable of doing this, then they may hire a corporate prosperity team to conduct surveys, meet personally, and offer seminars in which management and employees will learn the goals and techniques of employee empowerment. 

Workforce Empowerment and Corporate Prosperity Seminars are often interfaced with Network Development and Intranet Design Analysis, since developing empowerment (i.e. allowing room for potential beyond what is already evident) is another integral function of the corporate Intranet. 

An integral part of empowerment is ability to represent oneself fully and appropriately to one's needs. It is part of the role of the savvy employer to help the workforce to understand how to do this.  The empowered workforce will consider themselves free agents, and prefer to offer their services on a contract-wage basis. Even though it is in the cases of most employees not possible, understanding and developing the principle is part of the empowering process. 

Why should the workforce not understand the power, techniques and reasoning of consultant contracting. No employee would be interested in pricing himself out of a job, particularly when the management expresses a desire to provide whatever is realistically needed. All employees consider themselves underpaid and surely have an idea of what it would be like not to feel that way. So why not simply ask them, or design a form to fill out so that their needs can be appropriately considered. 

Workers know what they need to get along and prosper, and whether the work is enjoyable and profitable. Yes, work must be profitable in terms of upward career mobility, beyond what one is being paid for doing it.  If they are benefiting proportionately to their work, then eight to ten hours a day, (i.e. whatever it takes to get it done) will be ok. If at all possible, workers should be made to feel that their company is taking care of ALL their needs, and free of personal financial concern. If they are not, then they are not free to give their undivided attention to their work. 

Empowerment is based on a realistic evaluation of needs and goals. Empowered employees are completely and flexibly aware of their needs and goals. If not, then help should be provided, either by the management, or by other savvy employees. This awareness includes knowledge of the tools, techniques, method and time-frame to accomplish those goals. 

The employer should think of his workforce as customers, free agents capable of taking their business or services elsewhere. He should be concerned for their needs and facilitating of their goals. At the same time, the goals of the company must be shared with the workforce. And, much like the family or tribe, the primary goal of the company should be to provide for the needs of its members. 

Savvy employers maintain their credibility with their workforce by making it a primary concern to keep in touch personally or through a commissioned agent, who should behave much like a good customer service person, taking the needs and goals of the personnel to heart and representing them honestly and straightforwardly to the employer. 

The prime directive of the success-oriented company: Personal needs must be met, company goals must be facilitated. It's that simple. 


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