Leading on purpose

I cannot be more excited about the topics and the deeper meaning of human resources and employee experience. However, the time I got myself involved in this subject is the time that turned the world upside down.

The pandemic changed, shaped, and revised all the operations of an organization throughout. What I believe that the pandemic also succeeded in is that it exposed us, as human beings. We saw the world from a different perspective, and it pushed us to find solutions and innovations to continue living our lives.

Eventually, the pandemic sped up the process of “human wellbeing in a business environment”. Suddenly, human resources are not a supportive function anymore, and it’s now the single most important operation in an organization, as it should be in my opinion.

With the help of technological development, human resources are going to evolve at the same pace. New job positions and descriptions will be introduced to keep up with the newborn needs of humans. Since many find it comfortable and more productive to work from home, a business will need to find people and solutions that will track, nurture, and maintain human well-being in a “home” environment.

For example, when something is remote it is distant, and if it is distant then it becomes introverted and starts feeling like an outsider. As a result, humans become distant from the company’s purpose and vision and begin to forget why they work anymore. That’s another factor that comes up from the distance, the abundant possibilities for some to start something of their own. This also makes employee retention difficult work for companies to manage.

Consistency and adaptation are going to be key processes for businesses to fight this ever-changing environment. That is how successful company culture is built, especially if employees are scattered.

Businesses won’t have these “bandages” such as fulfilling essential needs in a work environment to support company culture.

What I’ve experienced is that company culture is built upon the foundations of the company’s vision that is if the company’s vision is not short-minded and is aimed to play the infinite game. To take a company’s culture from good to great, you have to include everyone in it by constantly communicating with your employees about their motives because motives and the process of motivation are not stable. That is what also motivates me in a job.

To not feel left out of the company’s activities, to feel that my contributions affect positively (or negatively) the organization, and to be reminded of that.

Moreover, if I am working in a team, to feel that the team is up for the challenges of the job and that trust is the foundation we are building on.

Ultimately, I firmly believe that we need mentors, not managers and instead of thinking that I work for someone, I would think that I work with someone purposefully towards realizing that vision.

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