Oct 16, 2007

Want To Stop Getting Treated Like A Number?

1324FU#4. Is that how your company sees you?

This article is aimed at employees, as well as employers, to help do something about employees getting treated like a number, rather than a fully-functional, smart, loving, spiritually-based human being. I'm writing this to share that I've been there and I care about changing how business is conducted in the world around me. Here's the burning question nagging at me:

Have you ever worked for a company and felt like you were just a number to them?

Examples of how companies make employees feel like a number include:

1. Your ideas are put-down, stolen, or put aside by management.
2. The company only utilizes you for one core function (sales, HR, engineering, operations, administration, etc.) when you have more expertise and many more talents to contribute. Why can't they see you for who you really are?
3. All the company ever asks you about is numbers.
4. In an annual employee review (if you ever got one), your general contributions were overlooked. Instead, "highlights" focused on how you could improve numbers.

I could go on. I've had each of these things happen to me as an employee. Frankly, it's one of the reasons why being your own boss is pretty cool. Of course, on the flip side, there's the numbers. Being your own boss is great, but you have to make money and often deal with the pressure of bootstrapping to be able to sustain being the boss. So, maybe you're not as excited as others about taking the path of the entrepreneur. And, you know what? That's okay. Entrepreneurialism isn't for everyone. If that's you, what can you do?

QUESTION: How do you make a difference in getting the company you work for now to treat you more as a valuable PERSON than a NUMBER?

ANSWER: By suggesting innovative structure and value of contributions through collaborative teams.

One need I've determined is that we need to build databases of our strengths, and then build teams based around those strengths.

Another problem I've magnified is that top-down management is going to become more and more archaic as people start to grasp the concept of SQ (Spiritual Quotient) in the workplace. When I founded AspireNow in 1999, I was a pioneer in the concept that we are spiritual beings AT WORK and not just AT CHURCH or in our spiritual discipline.

SQ Matters, as much as EQ matters, as much as IQ matters. In fact, to me, SQ means more. Why? Because when CEO's talk about how they made their greatest decisions, most of them will talk about a "gut feel" above the numbers. The numbers mattered, but the GUT mattered more. Q: What is our gut? A: Our body's physical tie to our spirit. We come into the world through our belly button.

A formula to help overturn being treated like a number is to suggest to managers implementing the following mantra in the workplace:

Success = IQ + EQ + SQ.

If our SQ (Spirit) is most important, then we ought to build organizations similar to how we, ourselves, are organized. Gut (spiritual core) in the middle, Heart near the gut, eyes and ears (field, sales, customer service, website, etc.) touching prospects, arms and legs touching customers, and so forth. In other words, we need to build organizations that are INSIDE-OUT, rather than TOP-DOWN. And, sometimes, people who are NOT the C-Level are the heart and soul of a company. Those people ought to be tapped as part of the SQ collaborative team, to make sure more opportunities and challenges are discovered and addressed most efficiently.

I am bringing a model to organizations to help them implement INSIDE-OUT Structure and help create collaborative organizations that recognize the ability to move, shift, and go to the hot-hand in order to capitalize on opportunities and the challenges facing the organization. This type of model will turn Top-Down problems over and demonstrate added value in structuring to capitalize on cross-functional skill sets.

What are your thoughts on this matter?

I believe the time is now to get the word out. If you agree, share this article with as many people as you can - especially those in Human Resources and Upper Management. Let them know they'll have MORE success by being real than by treating you like a number.

Once more people see the light, the shift will take form just as the as the snowball gains momentum down the hill until this concept hits critical mass.

Post by Scott Andrews, CEO of ARRiiVE Business Solutions and host of the ARRiiVE: Innovations In Business radio talk-show. ARRiiVE helps executives improve sales, launch products and services, and build dynamic, cross-functional collaborative teams. For more information, contact info (at)ARRiiVE (dot) com.

2 comments:

  1. Excelent article, Arriive, very good analized and useful. Thank you for this.

    ReplyDelete
  2. Thanks Artem! Glad you liked it.

    ReplyDelete