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How to Implement a System That Will Benefit an Entire Company

When it comes to implementing a system that will benefit an entire company, there’s no one-size-fits-all approach—that would be too simple. No two companies operate in the exact same fashion, so why should a system be expected to do the same? The only way to truly create a system that benefits an entire company is […]

When it comes to implementing a system that will benefit an entire company, there’s no one-size-fits-all approach—that would be too simple. No two companies operate in the exact same fashion, so why should a system be expected to do the same?

The only way to truly create a system that benefits an entire company is by knowing the ins and outs of the organization—from the employees who work there to the many aspects that define the company culture. This capability is something that should come as second nature to any good leader. If anyone has his or her finger on the pulse of a company, it’s the leader. This extensive knowledge set can serve as a guide as you decide what kind of system would work best for your organization.

Once you’ve done all the groundwork and created a customized system that you think would work for your company, the next step is communicating the system to your employees. One of the most important things a manager can do is to practice transparency. According to a survey by TINYPulse of more than 300 companies from around the world, respondents said that transparency was the number one factor in contributing to employee happiness. That same survey also found that only 42 percent of employees are “aware of their organization’s vision, mission, and cultural values.”

By not sharing the system you’re implementing with employees, you’re essentially leaving them in the dark. However, simply communicating any systemic changes will help in satiating their curiosity and will also do wonders when it comes to making them feel like an important part of the organization.

However, being transparent about your intentions is only half the battle. If you want your employees to feel invested, engaged, and more likely to be onboard with a new system, create a forum for receiving feedback. This can be anything from setting up an online forum where any questions can be addressed by compiling a small panel of employee representative of different departments throughout the company who you can seek input from on behalf of their staff.

Finally, be patient when it comes to the adaptation of a new system. No doubt questions and concerns will arise and be prepared for the reality that not everyone will be as enthused about where things are headed as you. However, by creating a customizable system that’s designed with your organization and employees at the forefront, and remain transparent, you’re more likely to create a system that spells out success.

Tabitha Laser is a multi-faceted professional with over 25 years of leadership experience in a variety of industries ranging from oil and gas, energy, manufacturing, agriculture, construction and more. Her diverse background has provided her opportunities to work with government agencies and some of the world’s largest companies, including Fortune 500 companies, BP, 3M, and General Mills. Her expertise has fueled her passion to help shape the next generation of leaders, especially millennials, to help avoid the pitfalls of their predecessors and lead beyond best. Tabitha is the author of Organization Culture Killers. The first book in a series of leadership books she calls, “The Deadly Practices.” Follow Tabitha.

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