Do you know how 'The Fountainhead' and #Aynrand destroyed 💣 Sears, one of the largest retailers in the #USA 🇺🇸 ...

In 2008, Sears CEO Eddie Lampert chose to 🏗️ rebuild the organization as indicated by Ayn Rand's standards.

Lampert broke the organization into 30 individual units, each with its own 👨‍💼 administration and each independent of benefit and misfortune. 💵

The thought was to advance rivalry🛡️ among the units, which Lampert expected would prompt higher benefits.

He believed that if the leaders acted selfishly, they would boost the overall performance. 🥇

Instead...

Leaders and division turned against each other. ⚔️

They began focusing on individual unit performance at cost of Sears as a brand. 😟

🙇‍♂️ Sears became a miserable place to work. Employees, focused solely on making money in their own unit💰, ceased to have any loyalty to the company or stake in its survival.

In the end, Sears prices fell and headed towards bankruptcy 📉

What Lampert missed is that people really have a tendency to work for the shared advantage of an organization. 🤝

They like to coordinate and team up, and they regularly work all the more gainfully when they have shared objectives. ❤️

Do you believe in Ayn Rand's philosophy of Self Interest?

#leadership #team #startup

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The most important thing I can think of when it comes to improving the employee experience is alignment. The alignment between the stated goals of the organization or team and an employee’s experience of it. Leaders have an impact on the four key areas that make up our daily experience of work:

• Priorities and Decisions - How are they made? Do they align with the stated goals?
• Rewards and recognition - Do people get rewarded for delivering the kind of service stated by leadership? Are the people recognized examples of the stated vision, vision, and/or values?
• Stories - Who is remembered or talked about by leaders? Do the stories tell promote or erode the stated goals/direction of the organization/team?
• Handling mistakes - What happens when mistakes are made? Are they used as a learning opportunity or as a way to punish?

So the question that the team/organization has thought about is “what is our goal?” and is there alignment between that and the experience that our folks have of their work?

In the end, we need to create “inside out” alignment:

We want our people to have the same experience at work that we are trying to deliver to customers/end users. 

Startups need to hire hardworking and high growth-driven employees for their company to grow and keep pace with the growing ecosystem of the startup world. But those startups that are inclined towards saving cost in hiring, in most cases, end up picking up the wrong people, in terms of talent and potential.

During the initial months, startups usually hire talents that are ready to work at 70% lesser pay as compared to the market standards but eventually they feel the burn.

• The success of a company reflects in the total value of a team: Hiring the right candidate for your company is very important because wrong hiring can impact your organization’s reputation and hinder its growth capabilities. Startups usually understand how hiring a single wrong talent can affect the productivity level of their entire team, and sometimes they end up committing this mistake. So, here is a list of things which you should follow to avoid wrong hiring:
• Prepare your interview questions: Always prepare a well-structured interview for hiring the right candidates. Create a good evaluation system that can be used to compare the performance level of different candidates and can be used to grade the candidates. During the interview, opt for using behavioral-based interviewing techniques to assess the candidate thoroughly.
• The judge based on their skill set: Always hire the right employee, one who will naturally fit into your company proceedings. Make sure to identify the right skill when it comes to finding the right candidate. This skill set can vary depending upon the requirement of your company. Determine the skill set and identify the same in your talent pool.
• Look for a progressive professional: As the startup grows, every new member of a team will fundamentally change your company structure. It will impact everything in the company like its work quantity, team morale, product development, etc. In most startups, the impact of any mismatch of the process will be magnified. Hiring a professional member will not only increase the capacity but also improve team morale. However, if you hire the wrong set of people for your company then it will not only put a negative impact on work but also decrease the overall productivity level.

Conclusion

It is strictly advised to hire an employee who can give you 100% quality work with his or her capabilities. If you are running a startup, it is very difficult to formulate clear job descriptions as you have multiple challenges. Therefore, during the initial stages of the startup, you will require flexible employees. These flexible candidates will be assuring the growth market of your company.