POPin Blog

The Impossible

We’ve said it before, but we are optimists. There’s no bridge too wide or road too long that we won’t persevere through. Say no and tell us it’s impossible, we will work our collective asses off to get you to say yes and make it possible. That’s just how we roll. And while we might acquiesce to the ‘impossibilities’ of licking your elbow, paying off our student loans in this lifetime or the Chicago Cubs winning the World Series, we 100% believe in the power of the POSSIBLE. Because (go get a pen, write this down), so many things are impossible, until they aren’t.
  1. It’s impossible to communicate in my organization. Recent studies have shown that a key motivator is “being in the know.” Employees want to feel like they have a clear picture of what’s happening in the organization. Strengthen your team by regularly sharing information, which sometimes means communicating it more than once and in different settings.
  1. It’s impossible to tear down the silos in our organization. Yes, you have a variety of stakeholders – all with different perspectives, different goals, different constituencies and different measures of success. The challenge is to come to shared understanding and agreement about how to work together to achieve something completely new – something that would advance both the needs of each of the individuals and the collective as a whole. Read for more ideas here.
  1. It’s impossible to motivate and challenge the status quo. Encourage your team to do work that pushes them to their edges. There’s nothing wrong with being in your comfort zone, unless you get too comfortable and start holding yourself back instead of challenging yourself to learn, grow and try new things. But we do think that being slightly uncomfortable, whether or not by choice, can push your team to achieve goals they never thought we could.
  1. It’s near impossible to improve employee engagement. Every executive team senses the need keep their employees engaged in the workplace. An often referenced study by Gallup showed there is an incredibly strong correlation between employee engagement and company success. Companies in the 99th percentile of employee engagement actually had four times the success rate of those in the 1 percentile category. According to results from the How Leaders Grow Today survey, over 40 percent of employees are familiar with company goals but couldn’t actually list them. If your workers don’t understand how their efforts contribute to your company’s big picture, disengagement will become a corporate characteristic.
Visualizing goal alignment from the top of the org chart to the bottom can help motivate and re-engage your workforce. Get goal centric and show your team that they’re valued by the company. Tracking goals and ensuring your people are properly aligned are great ways to recognize and reward your company’s all-star players, stop redundant and off-strategy work, and reinvigorate a workforce.