People I: The Basics

It has been stated many times that people make any organization. People define the organizations culture. People delivery on an organization’s goals. People deliver success or not. Finally people spend time working for an organization.

People commit.

Some don’t, but many do. This is where the challenge starts for both the individual and the organization.

I will discuss lack of commitment in later posts but for now let us stay with the committed.

In case you haven’t come across it before I’d suggest taking a few minutes to consider Maslow’s Hierarchy of Needs. Very quickly you will see that people seek to fulfill some of these needs by joining organizations; companies, clubs, societies and associations. These commitments ALL come with one thing. Expectations.

These expectations will relate in some way to the “Needs” of the people.

The implication of this basic step should be significant for both the people making commitments and those running, managing or leading the organizations.

Firstly it’s a good thing. We all have a very simple method and basis to understand what people want from an organization and what the organization is providing to the people. Secondly by looking to the expectations of those people you will quickly, even if you’re not a people person, be able to understand potential reasons people are happy or not. Thirdly there is a way both people and the organization can trade expectations for needs to improve the relationship.

Here’s an example:

Small company has two employees doing the same basic job function.

The employees are different ages, different backgrounds, different personal situations and home lives.

Chances are both employees share some expectations: a fair wage, fair treatment, nice working environment – the basics.

Now consider just one possible difference:

For one employee the job is the sole income to the household.

For the other it is the second income.

The first employee might well value security and be looking to expand income and expect progression. The second perhaps not. Clearly the company should treat this individuals differently.

Other differences are almost guaranteed and could come from needs as diverse as; self-esteem, friendship, morality, creativity.  These are more difficult to assess and

What should be evident is that diversity is everywhere, but it’s not hard to make an effort to understand it’s impact on our organizations. It is not easy to meet the board range of needs that will exist but it does not mean effort should not be made.

We all can appreciate and think of examples where the diversity of the people within an organization is a real strength. What we must do is embrace that diversity and try to better help the people and therefore achieve success – and a bit of happiness too.

Here is the challenge:

Five actions for anyone as within an organization

  1. Identify what you expect of the organization
  2. Find out who should know – for example your manager or group leader
  3. Honestly review of the organization is meeting you needs
  4. Request a review with the person you identified
  5. Accept organizations have limits, but remember so should you – if your needs are not being met, do something about it

Five actions for those running, managing and leading organizations

  1. Make the effort to understand what your people expect of your organization
  2. Honestly assess whether you are meeting those needs and if they are realistic
  3. Determine whether the organization is prepared to bridge any gaps
  4. Give feedback to people
  5. Don’t ever treat people like fools. People know when you make commitments, create expectations and fail to meet them and they don’t like it.