Category: human resources

meaningless is more

Less isn’t always more. Meaningless work or activities don’t contribute to anything. Deliberately pursuing meaningless activities, albeit temporarily, does fulfill a purpose. They might help to relax. Structural and prolonged meaningless activities, on the other hand, don’t really fulfill a purpose.

If it were possible for meaningfulness to be expressed on a scale, having a job with the maximum amount of meaningfulness might be unattainable.

What is, however attainable is, trying to maximize meaningfulness and increasing it day by day.

integrity in the end

Companies’ lifespans are becoming increasingly shorter. Beating this statistic is tough. Partly due to more and more companies being founded, and the battle for customers is rough.

Growth is a very long-term, never-ending process. If you’re in it for the long haul, working on — and investing in — growth is a daily activity.
Integrity is a crucial asset in this struggle. Not just a hollow word being carved into marble in your skyscraper lobby, actual, end-game integrity.

It starts with you, your first hire, your first team. Emphasize integrity from a company culture’s point of view. If not, growth and longevity will be compromised.

past performance

People often get promoted as a result of past performance. What’s true of investing is also true of talent. Past performance is no indicator of future results.

It’s slightly more nuanced than that. If a talent typically performed well over the past, chances are, they may continue to do so. Provided there are no fundamental changes regarding the job content, trauma is suffered, and the talent feels valued and appreciated.

However, as a result of a promotion, the talent might now be responsible for other people. The way the talent has to report has now completely changed. If reporting costs much effort, it might be the case that there was no desire to change job (content) or be promoted (within the company) for starters.

Here is a simple solution; ask. Cater to the expectations of talent and ask them what they want, rather than making an unsolicited decision for them.