UNIQUE ORGANIZATIONS

 
Like many baby boomers I have worked in multiple positions at multiple companies.   I always worked in the corporate HQ-the bubble.  There were three organizations that made deep positive impressions upon me.   Each particular company had a unique corporate environment.  At times I was confounded by some of the non-traditional employment practices having my first job at GE-an icon of Corporate America and home of Neutron Jack.  These unique environments had practices to re-enforce the corporate objectives. 

What were some of these practices?

1. Expensing lunches with other executive team members.  This tactic promoted cross functional communications.  It made it easy to embrace colleagues with whom you may have had little interaction.  Table talk naturally gravitated to work issues.  They were discussed in a neutral setting among adults. They build camaraderie that went far beyond the lunch counter.
2. Having everyone serve a term on either the entertainment or community affairs committee.  This allowed an employee to reach across the organization.  Newcomers were able to meet non-departmental employees and serve the rest of the organization.  It was a great ice breaker for a newcomer.
3. Inviting foreign employees to the company summer picnic.  The "outsiders" were extremely visible-not just their black socks and Birkenstocks.  It forces everyone to mingle.  The “outsiders” felt like a part of the hub rather than “subsidiary” to it.
4. Being semi-staffed Thanksgiving Friday day to process international orders.  This reinforces the 24/7 customer service concept.  Friday morning bagels after a turkey feast can be an annual tradition too.  Orders processed faster means happier customers.
5. Having an employee date of service plaques openly displayed for employees and visitors.  This symbol states the company respects the long tenure of its employees.  Low turnover keeps costs low.
6. Having each company officer be the corporate executive sponsor at two key accounts.  This gives the staff officer that may not get out of the "bubble" a feel for customer issues, windshield time with a salesperson and a voice of the customer in the boardroom.
7. Rewarding employees publicly on their one-year anniversary.  Probation is long over and corporate acceptance has been publicly acknowledged.  It also may be an occasion to renew acquaintances after the Day 1 tour.
8. Having company officers attend rotating non-departmental meetings.  This gives the executive the chance to get up close and personal with the rank and file employees outside his function.  You can thank employees for their efforts, respond to questions in an open setting and provide insights that may not be available on a daily basis.  It fosters teamwork and communication.
9. Rewarding engineers with patent approvals both a personal and corporate plaque for their innovation.   The corporate plaque should be displayed in a public space to acknowledge this achievement.  Product development is a creative process that can yield significant results for the entire organization.  Patent applications are a long gruesome task, and provide a long term source of value to the company.
10. No corporate parking assignments-first come-first served except for visitors and handicapped spaces.   Private parking creates employee resentment upon entering the workplace-a bad way to start the day.

The one trait all the companies shared was the Owner/CEO’s desire to build a global enterprise.  They wanted a global workplace, a global mindset and a global revenue stream.  They all built great global enterprises that exceeded the norm and built a better global brand. 

Please send me the practices you have experienced and embraced so they can be shared. 

Good selling!

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