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Work & Play: Sound like a dream? …

How do you keep up with the rapid development of your company whilst ensuring hard working employees remain efficient and highly motivated?

There are many ways to promote the highly motivated organisation and enhance the “Work & Play”, and that’s depending on the maturity and the culture values of an organisations. I would share some basic rules here:-

1) Set a Clear Organisation’s Direction

“Everyone needs to know where they’re going. If no one is telling you, you’ll set your own direction; the result is 100 staff members going in 100 different directions.”

– David Scholz

David Scholz, chief marketing officer of Leger Marketing, a Canadian-owned research and strategic marketing firm with over 600 employees, emphasizes why being clear is an important skill for leaders. I noted several important areas to support his motion;

Vision: Successful leaders are able to paint a compelling and inspiring picture of what that future will look like and most important that the leader must be able to set the direction, create a sense of shared purpose and guide behaviour.

In other words, the leaders and whole organisation must be able to live and breath the organisation Vision, Mission and its values statement and continues providing a meaningful guidance regarding how to move forward.

Message: The message must also be clear and consistent to be believable. People need context as to why certain priorities are important and an explanation of not only how the organization will benefit but also how they will personally benefit.

The communication and clear messages must be spread throughout organisation by consistent updates, avoiding silo’s mentality culture and overruling processes to avoid confusion among the team members.

Expectations: Being clear also requires describing expectations and responsibilities for every employee, how their work contributes to the vision, and what outcomes are needed to succeed. The expectation must be set at the early of the year or of the project beginning to avoid confusion among the team members. Provides meaning for their work, inspiration and guidance for decision making is a must, therefore the leaders must be train. Being a manager doesn’t come with the ability to motivate, coach and manage people!

Performance: The organizational leader must clearly communicate the vision, goals and expectations, and inspire others to achieve them. Employees want to know what’s expected of them. They also want to know that leaders are paying attention to their efforts. Thus leaders must be clear about performance – communicating goals and expectations, and also providing feedback. To avoid biasness and know-who culture to happened, once again leaders must be trained and the top management must adheres to those processes.

2) Set the standard and transparent Rules

There should be a common or standard rules to be practice across the organisation without biasness and fully transparent to the employees, while the company leadership must adheres to them;

a) A standard performance management system

b) A standard criteria for performance review

c) Promotions, increment and bonuses

d) A standard and without prejudice of Disciplinary action

e) Qualification for various benefits

“Fair workplace make their expectations and evaluation criteria known” – Michael J. Kuhar (The Art and Ethic of Being A Good Colleague)

3) Giving grievances platform with check and balance in place

Fair companies give employees an equal chance to be heard by establishing a correct channel and fair system for their grievances and give an equal chance to be heard. Nevertheless, there should be check and balance throughout the process to avoid some biasness and know-who culture to manipulate and overrules a fair processes.

“A public-opinion poll is no substitute for thought.” – Warren Buffett

4) Celebrations

Popular leaders are not necessary a good leader, that’s the fact. Whether they’re mentors or good managers, fair workplaces have senior leaders who help show others the ropes, correct mistakes appropriately, and work on making the workplace fairer. Celebrate the performer is good, but celebrating the organisation performance its much greater.

Michael J. Kuhar says. “If fairness isn’t a value prioritized at the top, it’s going to be tough to cultivate it throughout the culture.”

5) Caring Organisation

On top of good compensation & benefits packages, massive employee engagement activities for the employees, some organisation turn to money first to solve problems. I believes that companies can reduce expenses by routinely practicing process fairness, avoid know-who culture and overrules processes by the top management.

Think about it: Asking employees for their opinions on a new initiative or explaining to someone why you’re giving a choice assignment to her colleague doesn’t cost much money. Of course, companies should continue to offer tangible assistance to employees as well. Using process fairness, however, companies could spend a lot less money and still have more satisfied employees – Joel Brockner in his article in Harvard Business Review “Why It’s So Hard to Be Fair”


  1. How you define Work & Play organisation?
  2. Does your workplace play fair?


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