September 4, 2021, 6 minutes read
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There are two types of microquakes in business: macroquakes and microquakes. The first are events of low intensity that rarely affect areas beyond their epicenter (the area where they occur). These could include theft, electric fires, and pipe bursts. They can cause interruptions but they are rare and do not cause any damage to property or life. Customers and employees are not likely to feel them. These microquakes are minor inconveniences that can be managed and moved past with minimal (if any) disruption to overall operations.
We also have macroquakes. These events can be tectonically significant in that they have a large and intense impact on business objectives, strategies, and tactics. These events can take the form of a global crisis or a market collapse, major natural disasters, shortages of workforce, war, changes in trade policy, innovations within the industry, and so forth. They can have a significant impact on a company's survival and are true drivers for operational change.
When looking at companies that have survived cross-generationally, such as Mars Inc., history has shown that most transformational business decisions were driven by macroquakes. In 1929, Mars Inc. founders decided to move to Chicago and open a full production plant. They also brought with them close to 200 staff members. The Mars business grew despite widespread economic instability. However, it now had a central location (and easy railroad access) and a better position. It was so successful that the company introduced the famous candy bar SNICKERS in 1930 and 3 MUSKETEERS two years later. Both were huge successes.
Recognize excellence in people as an asset
Leaders must navigate both microquakes as well as macroquakes. While they work to develop and implement long-term business strategies that achieve operational excellence, there is another important component of success: people excellence. The basic idea is that both business and operational performance can be improved by increasing human capital. This is the sum of all individual knowledge and abilities, including creativity and resourcefulness.
Related: 11 Proven Ways Young Entrepreneurs Can Retain Employees
One of the best ways for a company to sustain itself, stay competitively innovative, and produce more economic output is by investing in its human capital. Incentives to improve education, on-the job training, career pathsing systems, higher compensation, and mental and emotional health are just a few examples of organizational investments.
These are critical areas in pet healthcare because patient outcomes depend on how well a hospital functions as an integrated system of care. The relevant questions to ask are: How well-prepared is the technician for a specific procedure? Or, Are we providing the opportunities for employees to learn and grow?
Top-down systems at the macro level are essential in cultivating a happy and empowered workforce. However, there are tangible ways that companies can invest in their employees.
Encourage continuous learning in your environment
Michael J. Gelbs 2000 book How to Think Like Leonardo da Vinci. Seven Steps to Genius Everyday. He said that the root of da Vincis creativity was his insatiable quest for learning. This should not be stopped at the conclusion of a textbook chapter or residency program. Each day should bring new lessons and new teachers to our learning. Even at the top of our careers, it is important to continue learning and improving. Employees must feel comfortable learning new skills and open to learning. This requires a culture that encourages openness and communication. You can start by organizing a book swap or asking your coworkers to share new information on a knowledge board in the breakroom. One sticker is given to each employee. This signifies that they have learned something new and the winner of the competition will be rewarded.
Related: 6 Ways to Keep Employees Learning at Work
Give tools to improve skills
Abraham Lincoln said that if you give me six hours to cut down a tree, the first four hours will be spent sharpening your axe. The company is responsible for providing the tools necessary to sharpen the axe. This includes the skills required to perform the duties. This support can be provided in the form of mentorship programs, continuing education grants, or tiered skill compensatory schemes, such as those offered by CareerTrax.
Start with "Why?"
Simon Sineks' 2011 book Start with Why: How Great Leaders Inspire Everybody to Take Action, states that inspiration is one way to influence human behavior. Employees feel compelled to do the job they are assigned, regardless of their personal sacrifice. This is the motivating factor that will drive a desire for continuous improvement. Most veterinary professionals choose to work in this field because they are passionate about animals' well-being. These professionals need to be well-educated and trained in the latest techniques, treatments and procedures. Leaders need to create a story that resonates with employees and reminds them of their purpose.
Related: Why everything you know about employee engagement is wrong
Investment in people allows employees to flourish professionally and personally, and it propels companies in innovation and operational growth. These steps will enable leaders to create lasting and meaningful change for their clients, employees, and most importantly, their most important stakeholders, the employees.
