5 steps to voice employees
Who more democratic voice in one Company can not just decide that, but must go on step by step. The 5 main steps at a glance.
- Basic analysis: Clarifying the status quo: What awareness is there today for values, goals, visions, philosophies, togetherness, responsibility, strategies and structures in our community / company? How is leadership perceived? Which "hot topics" are currently available? Where are development potentials and markets? How do we want to align ourselves, what do not we want (which markets, which contracts, which customers)?
- Education and training: of all managers on the basis of the business themes recognized in the basic analysis (point 1): to develop awareness, values, old patterns of thinking, train new attitudes, new language, listen and demand to reach common goals on new paths. Continuous construction of an attitude full of care, indeed of service. Training of special communication and feedback competences with a sense of need.
- Training of employees: Self-acceptance, self-responsibility and co-responsibility, ability to discuss and clarify, sincerity without moaning and complaining, empathy, constructive participation instead of over or against each other, awareness of one's own needs and that of the entire organism, gratitude, flexibility and potential development.
- Redesign of meetings, Conferences as well as hiring and termination talks with (potential) employees.
- Introduction of new decision-making processes: and structural changes where they are helpful and necessary; Training of ambassadors in the company.
Conclusion: Democratization of companies - not easy, but worthwhile!
It must have become clear that the democratization of companies is not always easy and requires some restructuring and changes in corporate culture.
But who goes this way will be rewarded with clearly activating and decision-making employees.
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