Estimated reading time: 4 minutes.
Hello, welcome back.
If you have read the last one, you already know why I am writing on this topic in the first place. Those who don’t know anything can read it here… “The Next Blog.”
Now, for those who don’t give a shit. Great, you stay here, and let’s start the conversation. *Haha.
I am writing not from the point of view of a CEO, rather we can look from downward to upward in the power pyramid. Can we imagine ourselves standing at the edge of the pyramid? At the bottom, we are standing with millions of people.
All want to do the same thing, climb that pyramid. On the top of that pyramid, the top peak there sits our ruler. Now, I am not comparing CEOs with kings. I am just trying to help you imagine. CEOs are not the owners but the rulers.
A King is an owner and the ruler both. Staying away from a debate. Let’s imagine that the pyramid has wheels. The best part of the imagination is that we can imagine anything. But being meaningful is preferable. 😊
At the top, the ruler is steering the pyramid somewhere, though he shares his vision with his peers, that information slowly descends till the bottom layers. Some people think that yes there is a new CEO, but we are going to do the same damn shit, anyways.
Nothing is in for us. Well, that’s good and bad at the same time. Good because if the employees will feel they are safe, they would keep working hard. Ideally, it should be like this only. Especially, in mergers where an organization is exposed to a completely different culture, starting from Day 1.
Employees should feel homely. If I can imagine from the eyes of an employee, all I care about is my salary hike or love for the job (if any). In this, if a new ruler steps in, I will be anxious, I am a poor employee, I can’t help but be anxious, its part of our job.
I think this might be a problem with developers and testers in the IT sector. They are trained to spot bugs while coding. Suddenly we are incentivized to think negatively about our code. Check and re-check. Test and Re-test.
I am afraid if we are doing the same things in our life? Well, assuring and reassuring is good for progressive processes, but it is full of doubts, anxiety, negativity, or we can say critical thinking. Whatever.
It’s like we have to tease or tazze our brain, to work one level higher. Our brain wants to chill for sure. it wants peace, it hates *Mch Mch/Stress.
Since our childhood, we are taught, that we have to study, and stress our brain. This is the only way to reach the top of that pyramid. If we want of course.
It’s all about our pursuit, we can settle anywhere, anytime.
And my apologies to drift away from the topic. So, where were we?
Yes. We were on employees. Definitely, they don’t want their life to change, but they surely want to know, where that guy is taking this pyramid. It’s like being part of the story. Now, we can think of it all as useless, but aren’t all businesses dying to derive passion from their employees?
They think the HR vertical takes care of the culture of an organization. I think people love the incremental change in their environment. Hence, a new CEO is a great opportunity for an organization to rejuvenate even the bottom cores of its pyramid.
I think when change happens, we all look at it with hope. And, yes, we always hope something good to happen. Hence, I think there is an immediate need for the CEOs to connect to each and every employee of their organization.
It is always great to fill the communication gaps if they can be filled with the utmost convenience.
The first day, a ceremony, the CEO will doodle his vision on a banner, the whole press will be there. If not press, but maybe the employee cameras, internet handles of the organization, can record this. Whatever.
The point is to celebrate it like a festival. The CEO will doodle and hang his/her vision on the top of the reception, or the gate, or even the top of the building, where the whole world can see it. We can improvise anytime; all we need is money.
My vision is to… blah… blah…!
Whatever this blah… blah… is, as an employee, I should fucking know it. Even the people who are passing by near our office building will read. Oh, they are changing the world, people will say, or whatever is there on the vision statement.
The whole world is talking about change management. And, only a shared vision can be the most effective way to deal with changes.
Ok, this is happening, but why the hell is this happening, I should know. We want closures, right? Or we get filled with anxiety. Poor humans.
Though, we can do so many things to create a rapport of the CEO among others. Writing down the vision on the first day itself, in a celebrated and happy ceremony would definitely be a cooler way.
I think so. What do you think?
Do share your ideas about what CEOs should do to connect with his/her employees, as early as possible. Or just any random shit you want to talk about. 😊
Feel free.
~R
An Observer 