There is a common attitude that is easily noticeable in most employers of Labour in Nigeria. A good number of them think they are doing their employees a favour by retaining them in their employ. How pathetic?!
This singular attitude is the driving force behind how they relate with their employees; how they conduct themselves and the kind of words they prefer to use in engaging their workers. I’m sure every employee has a tale to tell.
Today, I have eight questions to pose to you if you are an employer of labour.
1. Mission, Vision and Values
Fundamentally, why do you, as a business exist? How do you want your employees to perceive you? When the workday is over, what do you want your employees to think, feel, and say about you?
Do you communicate via first names? Is your style of relating to each other rigid and formal or relaxed and informal? What do your answers say about how much your workers trust one another? Are people in your company motivated by fear or do they feel secure?
How do you make decisions within your culture? Do your systems and processes facilitate or impede performances?
4. Nature of work
Is the nature of work exciting and compelling? Will it make a difference in people’s lives? Is anyone in your organization working on a project that will be meaningless in four years? Do you offer each other the freedom to re-frame or redefine pointless projects or assignments into work that is interesting, challenging and provocative?
Does your culture encourage and support close friendship at work? Do you value and respect the concept of family?
6. Leadership Expectation
Does your culture encourage your workers to tell you exactly what they think and feel? Are you committed to and passionate about helping others become successful or are you too self-involved?
7. Focus on the whole person
Do your workers feel comfortable discussing personal lives and family issues at work? Does the culture encourage and support their interests outside of work? Do their benefits reflect the company’s concern that they achieve a comfortable balance between work and the rest of their lives?
Who become heroes in your organization? What do they do or represent to earn that status?
Do you reward the people who provide exceptional service, who unselfishly support coworkers, who take risks and push limits in order to create breakthroughs? Do they become subjects of memorable and legendary stories that capture the spirit of the company’s culture?
Are you an employee, are these the kind of questions you would have loved to pose to your employer? We want to hear from you.
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