by ADL Associate Al Lucia
It seems that pride in one’s employer is a thing of the past. Is there anything that can be done to bring back at least a bit of pride to the workplace?
Organizational pride may not be dead, but it certainly appears to be on life support!
Many leaders think organizational pride is old fashioned and immaterial in today’s fast-paced global economy. Come on, admit it. When you saw this month’s question, you almost skipped reading the answer because you didn’t think it was relevant, right?
That old-fashioned status plus an emphasis on tangible, measurable results (pride is a difficult thing to measure) means leaders perceive there’s little return on investment for focusing on or encouraging organizational pride.
Interestingly, but not coincidentally, pride absolutely matters at the “Most Admired” and most successful organizations. Yahoo, SAS, Caterpillar, Washington Mutual, FedEx, W.L. Gore and Con-Way Transportation – all of these organizations make internal branding and organizational pride a top priority.
Visit Yahoo’s corporate website, and you’ll discover that it describes itself this way:" Yahoo! is the premier Internet media conglomerate. The smoking hot guide to everything Web. And the most essential Internet service for consumers and businesses ever known to mankind. Despite our overly giddy enthusiasm, these descriptions are not far off the mark. Yahoos are, in fact, helping define the future of the Internet.” Yahoos? They’ve even named themselves. Sounds like organizational pride run amuck…in a good way! It’s too bad so many other organizations can’t say the same thing.
Now, if Yahoo thinks organizational pride isn’t old fashioned, do you think perhaps you should reconsider your position on it?
I’m not suggesting a return to a simplistic, good-old-days approach to organizational pride. We need a different spin on pride – one that’s in sync with the modern workplace, younger employees and the realities of a technology-based, global economy.
Leaders often can’t change or affect the causes of diminished pride, but they can absolutely help create a positive culture that is the precursor to organizational pride. Pride usually isn’t a have-to in organizations, but it certainly ought to be a want-to. Today’s employees can’t depend on a job, a team or a consistent set of responsibilities. But they can depend on, and find pride in, an organizational culture that values and acknowledges them and their efforts.
With that in mind, here are some StreetSavvy Techniques for bringing some organizational pride back to your workplace:
To learn how to bring
into your company, contact
ADL Associates at (972)
899-3411 or email email@example.com.
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