Workspace Commitment Is Hard. Here Are the Hard-earned Truths About it.
“If you don’t know where you are going. How can you expect to get there?” ~ Basil S. Walsh
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Getting everyone in the workspace’s commitments is not as easy as it might sound.
the team should share similar contexts and commitments with one another. There are things listed below that will tackle this,
- The problem of “Structuring the processes”
- Company Culture
- 3 Universal Truths for Employees Empowerment
These are the most important preparations needed to align before even getting started on designing project processes.
The problem of “Structuring the processes”
Companies always think about how companies can create a great working environment that makes the best of everyone’s superpowers. Companies want to be fast-moving and open to risks while also maintaining a high-quality bar and consistency across functional teams.
However, when we impose structures/processes on the team, it establishes certain constraints and restrictions that hold the team back.
Some processes are too cumbersome, but without any guidelines, new people have trouble figuring out how to get things done.
On another hand, It’s easy to design processes that optimize too much for one extreme or another. If all you care about is the quality bar you can have rigorous reviews where an executive micromanages all the important decisions. If speed is #1, you can set teams free to launch whatever they want with minimal oversight.
Thus, we need to try to balance all of these by standardizing our best practices but allowing team leaders to use their judgment to skip or shorten steps. In order to standardize the practices and set boundaries and shortcuts, we put our company visions and cultures aligned with our processes so people can easily understand what can/cannot be done in a high-level understanding of the company’s culture.
Company Culture
Every company has its culture and vision. Company culture is how the fundamental…
