Warning Signs

An unemployment rate of nearly 10%. Layoffs continuing. Most doing much more work with fewer people. Organizations striving to return to pre-recessionary performance. An economy turning upward, but ever so slowly. A time that requires new thinking, new approaches to ensure success.

Given the climate, you'd think employees -- management and non-management alike -- would be looking for viable ideas to improve operational performance, pulling in the same direction, working together to drive growth. You'd think they'd circle the wagons, develop a bold plan to take the market, mobilize the workforce and, said inelegantly, kick butt. Together.

That's what you'd think, anyway. And even though that's precisely what most at work want, alas, you'd be wrong.

It's not that employees below the executive level aren't interested in helping their organizations improve. They are. In most cases, desperately so. We know, because they tell us. Even so, in many places it's just not safe -- from a career and/or job-security standpoint -- to change. Indeed, in many organizations it's safer to keep one's head low, go with the flow, and avoid conflict at just about any cost. Sadly, in many places it's safer to agree than to disagree, to acquiesce rather than seek new solutions, to keep one's mouth shut. And this head-low-don't-make-waves-of-any-kind approach, while self-preserving, undermines an organization's ability to perform well. We know this too, because our data confirms it. Loudly and clearly.

So, what are the tell-tale signs of an organization unable and/or unwilling to change? What might one hear that would suggest to the trained ear that a company is destined to mediocrity at best and that positive change is not likely in the cards? In other words, what should you be listening for to determine if your organization is one in which change will be hard to come by?

As a public service to organizations everywhere -- especially those striving to improve service, efficiency, quality and/or profitability -- we at The Job of Work offer ten indicators -- warning signs, if you will -- that positive change may not be achieved any time in the foreseeable future. In a lifetime, actually. These warning signs indicate that there's trouble in River City and not because of a new billiard table. Each is a large, vivid red flag, raised high and screaming for all to hear: "We need help -- and fast!"

Ten warning signs of an inability/unwillingness to improve. Beware of any of them.

• "We've always done it this way." Possibly the #1 excuse for not seeking new possibilities, new solutions. Suggests that our way is the best way or, worse, the only way. Probably heard often in typewriter manufacturers and other companies which preferred death to change.
  

• "We can't change. There's just too much history here." By frequency, the #2 excuse of all time -- and a lame one, to be sure. A clear acceptance of impending failure. It's as if there's a shared belief in these organizations that there is simply not sufficient intelligence and/or will power to try anything new.
  

• "They are the problem." Where they is anyone and everyone else, both internal and external. We'd be fine if it wasn't for them -- be they the executives, the Sales team, Marketing, Manufacturing, IT, Finance, HR. Or, say it ain't so, the customer or, horrors of horrors, the competition.
  

• "There's no rush. Let's wait." Delaying action is the first step to preventing action, including progress. Winners act, losers wait. In which do you work?
  

• "Our employees' perceptions are wrong." Heard often among executives following an employee survey. A clear sign of a significant disconnect. Worse, evidence of mistrust and, in turn, an inability to alter direction.
  

• "We're okay. Turnover among our top talent is low." A head-in-the-sand belief. Why change if people aren't leaving? The far better question is: What are we doing to inspire, motivate, engage and mobilize our talent to win? Even so, just wait. Voluntary turnover may be low now; it won't be as the economy improves.
  

• "Yes." Especially when said often and by many. A passive acceptance, even of bad ideas. Indicates an unwillingness to disagree. A key indicator of a significant business issue. Even worse when followed by 'Sir' or 'Ma'am'.
  

• "The declines in customer satisfaction are a product of the times in which we live." Not accepting the reality of customer service issues and/or deflecting responsibility for them can be fatal. It's also wrong, as some organizations' customer satisfaction scores have been strong, while the scores of others are on the rise.
  

• "That's as good as we can be." Accepting status quo -- even if it is at a stellar level -- is an indication of acquiescence that, left unchecked, will temper the views and work behavior of anyone within earshot. It has the power to demotivate even the most aggressive among us. Squelch this thinking quickly and thoroughly.
  

• "It's too hard, too risky." Talk about whining! Too hard, too risky? Pobrecito. How else do you win? Our guess is that people who say this also state "It's not my job." Both are ways to avoid change and both should be immediate grounds for dismissal, if you ask us (which you haven't).
  

The landscape is littered with organizations unable to change. Our research indicates clearly that those companies where it is safer, more politically correct to cling to the current state for whatever reasons -- rather than discuss, plan, and execute toward a future state -- are significantly more likely to fail in this era where change is required to thrive. Our research also demonstrates that a clever, engaging employee-driven process (of our design, by the way) can create an environment of involvement, innovation, performance improvement and growth. We know, because we've seen it happen and have the data to prove it.

Don't wait, thinking that this need for change shall pass. (Yet another warning sign!) Change is required to survive -- and will be for years to come. It's a new game and only a few know the new rules.

Call us, we can help. Especially if you're hearing any of the warning signs that, when translated, means: "I'm fine with failure."