This conversation started at a small campfire in an alternate world (IMVU). The name has been changed with permission and the conversation has not been edited for grammar etc.
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Grace: I’m not happy in my job. It only pays well
Erasmus: Why are you not happy?
G: My colleagues and supervisors are not that good. Especially the supervisors and I do not feel secure. No stable procedures. I feel stressed even tho it is a huge chinese company
E: Pass the contact to me so that I can consult them
G: They already had a consultant who told them to re-engineer the departments and it fucking sucks
E: Because you do not have high authority?
G: This company works like public companies. They give authority and high positions based on how long you have been with the company. Not the capability to manage. So all the problems stem from there. They should change mentality for it to work
G: Anyway many problems I have noticed so far but i wont solve them. I just see no future there
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We have had many cases where we are called in, to provide strategic management plans that include change management and culture adaptations. Without open feedback like the above, the top management will only see the "tip of the iceberg" to their problems.
Participation is crucial to the success of implementation and sustaining a programme for a company to meet its Vision, Mission, Goal and Objectives. A study needs to be conducted to see if there are obstructions from the top- or middle-layer of the organisation that hampers growth especially with new generation workers who are looking for their "long-term" homes.
At the end of the day, any management consultant can only do so much. Without the management's nod of approval to carry out the necessary root-cause analysis and adapt to new ways of doing things, changes will definitely not happen.
Contact me at erasmus@samarata.com.my should you want us to help you meet your goals.
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