The election is over! Our nation’s collective sigh of relief is almost audible. Whether your preferred candidate won or lost, there is an undeniable serenity associated with the completion of political campaigns. The relentless advertisements that have bombarded us for the past months will finally come to a stop. There will be no more TV commercials, radio ads, or signs plastered to seemingly every available surface. But not to worry, despite this post’s title we are in no way trying to prolong the emphasis on the most recent presidential election. However, there are some useful ideas to take away from this phenomenon which repeats itself every four years.
Let’s look at it this way — from an organizational perspective. If the United States were a business, the President would be the CEO. Every four years, there is a possibility that the CEO will change, and every eight years this change becomes a certainty. So what does this teach us about running our own organizations? While the CEO title tends to be more permanent in the corporate world, there are many other positions in which turnover is highly likely, and in some cases, necessary.
The term turnover tends to evoke negative reactions with business managers. Understandably so, as turnover tends to be more expensive than employee retention. Also, it usually causes increased levels of stress within the organization. However, while these are valid concerns for a managerial staff, we caution against letting such fears deter you from making staffing changes when necessary. Based on observations of our country’s political system, we learn that everyone is replaceable. Although candidates lead us to believe there will be catastrophic consequences if they are not elected or perhaps, re-elected, the country has yet to implode due to an election result.
Don’t get us wrong. We are not saying that constantly firing and hiring staff is the most efficient way to operate an organization. The workplace should be a comfortable and safe place for your employees. If they feel as though they could be replaced at any given time, they will not identify with your organization in a way that will benefit the productivity and operational success. While you read the following advice, please keep in mind that adhesion is also a vital component of any business. That being said, there is a fine line between making your employees feel confidentand making them feel untouchable. The two are not synonymous! If the employees in your company believe themselves to be permanent office fixtures, the culture and overall success of you company will surely suffer.
Productivity issues can sometimes occur when employees have been with a company for a significant period of time. Often, people become very comfortable in their roles, and have a hard time adapting to a changing work environment. This is not the fault of the employee, nor that of the employer. We are, by nature, creatures of habit after all! Therefore, once workers become accustomed to performing certain tasks in particular ways, it is hard to for them to adjust their behavior when the job necessitates. Unfortunately, this mentality is common among organizational members, and can act as a roadblock that stands between your company and its possible progression. We suggest varying the type’s assignments given to longstanding employees. This will help them feel as though they are continuing to learn and evolve. Overall job satisfaction will increase if people feel those making new and useful contributions, which in turn will help with productivity. As with politics, change is good! Why else would our system be set up as it is? Personal growth by each individual is essential to the growth of the organization as a whole. The only way to succeed is to progress!