siliconindia | | November 20137that the person will change to fit your company culture. Finally, the rewards system of the company also needs to reinforce the company's culture. organizational Structure and employeesThe organizational structure then needs to align with the company's vision and culture followed by ensuring you have the right employees in place. Employees transitioning from executing other people's decisions to making their own can be exciting for some and overwhelming for others. This is where providing coaching and mentoring is important to help those employees that are capable of rising to the occasion and stepping up their performance. Then the remaining holes in the organization will need to be filled from the outside. Metrics/incentives: think Like an ownerOne of the keys I have stressed at Monoprice is in having the employees help drive our company by thinking of themselves as owners of our business. Therefore, we set up a bonus plan based on the metrics most important to an owner: sales, profit and cash flow. Every employee in our entire company is under the same bonus metrics. The warehouse worker, the customer service rep, the IT programmer, the marketing manager andI all have the same bonus program. With this approach, we are all pulling in the same direction and minimizing cross functional fighting among departments.Each month we publish how we performed on the specific bonus metrics. This provides employees with feedback on their efforts and instillsa sense of motivation to keep them pushing to improve upon their performance. I tell every employee in our meetings that I attend that it is OK to disagree with my ideas. It is only through debate and discussion that we can formulate the best idea, finalizethe decision and thenmove forward. Company vision: the importance of Setting goalsSetting goals that are challenging, but still achievable, is very important as is making sure employees are on track to reach them through frequent review and measurement. However, creating goals is a tricky process. You do not want a goal that is almost impossible to accomplish or the employee will be unmotivated. You also do not want to set too easy of a goal since you will not get the best workperformance out of your employee. Goals that have an 80 percent chance of being achieved are best. To ensure you achieve the goals, break them down into smaller goals and evaluate them on a frequent basis to guarantee you are on track and can take corrective action as needed. My ultimate definition of success is setting goals and achieving them. If the company is not successful, employees will get discouraged and the effective ones will leave, so company performance is significant. At the same time you want to create a great work environment. Happy, motivated employees are the key to our company's success. These two company characteristics are connected.Most people want to be on a winning team. The best leader is one who can inspire employees and connect what the team is working on to the overall company vision. Leaders are those whose employees feel like they can learn from and who help their employees grow professionally. Fostering Success and Looking ahead Ultimately, a company's leader always needs to keep looking ahead and building upon its recent and past successes. This involves increasing your expectations of your employees, magnifying your road map of goals to accomplish, enhancing your company vision,and rewarding your employees for their individual and team success. These elements keep your company thriving and moving forward.Setting goals that are challenging, but still achievable, is very important as it makes sure that employees are on track to achieve them
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