Picture of train tracks in alignment. Image by Thomas B. from Pixabay

Image by Thomas B. from Pixabay

Recently I wrote an article about paying employees to leave their jobs — at least to leave the right way.

I think that that concept makes a lot of sense.

And I think it’s part of the next wave of business we are starting to see. Something the leaders are doing and many will be forced to follow.

More and more the forward-thinking employers are aligning their incentives and their employees incentives.

It’s smart business – and for the reasons we’ll get into I think it will be more common, and more important, for business in the future.

This Isn’t New

The idea of incentivizing employees is not new.

We’ve long had stock options, bonuses and other ways of getting employees to do what employers want.

So paying employees to do what the employer wants is already happening sometimes.

But it’s usually be on the surface and applied in a broad and general way. Make this sales target, get a bonus. If you contribute to a good quarter, bonus.

What is new is using incentives to complete complete alignment between employer and employee. So the employee actually wants to do what the employer needs on an ongoing basis.

It’s Sorely Needed Today

Employee and employer relationships are highly intertwined.

Few seem to recognize the extent of it.

The two are depending on each other day-in and day-out.

However despite this deep intertwining most employees are not engaged when you look at the studies. Further it seems that most employer-employee relationships end up in disappointment.

Almost always someone walks away upset with the other – if it’s not mutual.

So we need something better.

Good Incentives That Cause Alignment Fixes A Lot Of Things

When the employer and employee are aligned a lot of issues are gone.

What if employer and employee are a better fit for a short-term relationship rather than forever? This can really work depsite conventional thinking. We sometimes see employees come in to learn the craft – working really hard and making extra contributions – that they can build their own business later. If both parties are aligned this can be a real in.

It can also save a lot of costs. Todd Saylor’s system of paying employees to leave, referenced in the article at the open of this article, causes employees to align with the employer on exit.

What if similar alignment applied in training, career planning and other aspects of the employment relationship beyond exit?

When that happens a lot of issues fade into the background.

Without It Expect Some Problems To Expand In The Future

It’s my belief that if we don’t focus on alignment some problems are going to expand.

The culture is changing so that employees want more and more freedom and want identity separate from their employer. If we, as employers, don’t evolve and allow this in our culture I expect resentment will rise.

Employees also want to follow their own dreams rather than be told what to do. Without alignment I expect more and more employees to turn over and leave – faster and faster – to follow their dreams.

Long story short if employer and employee can’t find more reasons to work together rather than the short-term exchange of money we can expect the relationships to be more and more strained.

And It All Starts With Communication

And what’s the key to alignment? Communication.

Quite simply employers need to know what they want and need from their most valuable assets: their employees.

And from that there needs to be clear conversation about expectation.

And from the conversation – going borth direction – employers and employees can determine if they are aligned.

And when they agree they are aligned – deeper and more profitable relationships result.

What To Do Next

If the concept’s in today’s article took you by surprise it’s time to think.

Alignment is a big thing. It’s a big thing for results.

It’s also a big thing for culture.

But it’s not commonplace. It’s going to require thinking and adjusting.

If you can find alignment you can create an organization that lasts. But it starts with finding how you can Do Business Differently(™) and finding the employees that align with that.

NOTE: This article is a piece develop a small portion of the content of the book tentatively called The Journey: Finding Your Place From Entrepreneur to CEO being co-authored by The Our Shawn McBride and Ann Gatty. If you want updates on the book including the possibility of joining our release team or getting one of the first copies please join our mailing list here.

By: The Our Shawn McBride, is the business nerd and long-time business attorney that focuses on changes of ownership in businesses. He works with business owners that know their business is about more than themselves to get ready for their future through keynotes, training and personalized solutions. In furtherance of this he hosts The Future Done Right(TM) Show where he collects, digests and gives lessons and insights on The Future of Business. If you want regular content on the future of business subscribe to get new blog posts from us here.

You’ll quickly notice his unusual suits which he uses open the conversation of how businesses should Do Business Differently™.

The Our Shawn is based in DeLand, Florida (between Orlando, Florida and Daytona Beach, Florida) and Dallas, Texas where he keeps offices. You can also find Shawn on webinars or traveling nationally or internationally for speaking engagements.

Check me out at: www.planningdoneright.com

Do you really want to make plans that work?

If you really want to get deep into making great business plans, make sure you get my FREE guide “Planning In Light of A Changing Future” by clicking here.

Resources:

Future Done Right™ YouTube Channel  – Check out this YouTube Channel for interviews and discussions about the future of business.

FREE preview copy of Business Blunders! – This is my first book and it looks at common business mistakes that I’ve seen in my years of working with business owners. This will allow you to avoid those issues in your business!

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