As you look around at businesses that thrive, what do you see? Businesses like Google, Amazon, VisualSoft, and many others have a people-oriented management style. They care about their employees — and that’s the bottom line! One has to consider that with digital organizations, in order to stick out — especially within rapidly growing and saturated industries — they have to be different.
Being different isn’t always just doing something “crazy,” or even selling a unique product. As a matter of fact, it doesn’t have to deal with your income growth at all. Managers and companies that “dare to be different” in how they treat their employees have noticed that expansion, process, and revenue have greatly increased over time.
Many companies that offer their “people” great bonuses, time off, work-from-home opportunities, a nice pillow to concentrate on one project at a time, benefits packages, and perks that improve their lifestyle often notice that the quality of work is improved and clients are happier. They notice that work is getting done on time and on task more efficiently. They notice that revenue is increasing.
This is all because they show mutual respect for the employee as an actual part of the overall organization. By respecting the lives of their employees, they are able to receive respect in return. Because they care about and invest in their employees, the employees do the same. They are allowing their employees to be present with their children and families while earning a great income. On the return, they are expecting that the employees will be present in their work, providing a great product and/or service.
They recognize that their employee is actually a business partner and that their role, no matter how small, is important to the overall process and progress of the brand and company history. The employee feels appreciated and works harder for their employer. With less stress on their chests, they are able to think more clearly, more productively, and more cheerfully. The workplace environment is much more positive. Turnovers are low. Perks such as gym memberships, supplements, daycare, and any other benefit that may helpful to their lives have proven to bring better function in the workplace and allow them to live longer to enjoy it.
Companies like VisualSoft are giving their employees the option to work from home or in the office. They are also keen on providing unlimited paid holidays, as long as all deliverables are delivered on time to clientele and clients are happy with the end products. Interestingly enough, VisualSoft has never, in over a year, had anyone abuse the system. While they had people take some time to adjust to the new system, everyone worked harder and happier, improving growth and sales within this time period.
For the upper management professional, take these ideals into consideration. Research a bit further. Advocate on behalf of your subordinate staff. Treat your employees like teammates and lead from within. It has been proven to be a more effective method of management and will lead your company to stand out from the competition. If you can’t advocate the perks, implement people-oriented acknowledgement and praises. Sometimes it’s more about awards for achievements. It’s about being grateful for someone that deserves a pat on the back and has worked hard for it.
With a people-oriented culture, the individual is celebrated, respected, and empowered through a culture that allows them to grow at their own rate by giving them the option to do so. Most likely, a person advances quickly because they feel appreciated. They enjoy working for the company. They take pride in it. Plus, there is most likely the inkling that they had better do their job and do it well, or they won’t be working for such a great company for long.
Jessica N. Abraham-Hogan is the owner of Shorty Produkshins and an Internet Marketing professional, specializing in Social Branding and Public Relations. She has been a part of multiple International projects in both Entertainment Business and Professional Services industries. She often works with major marketing firms and job search sites under NDA in lending valuable insight to clientele, whether it includes hands-on project development or the crafting of a roadmap for a brand's awareness strategy. Find her online here. @sp_brand_social
SENIOR MARKETING AND MEDIA RESEARCH ANALYS...
San Diego, California
Senior Specialist, Brand Communications
Society for Human Resource Management (SHRM)
Senior Digital Designer
Social Marketing Strategist
Confidential Executive Officer - President...
CUNY Hunter College
New York, New York
Digital Marketing Intern
Sunlight Media, LLC
Los Angeles, California
Cox Media Group
West Palm Bch, Florida
New Media Jobs