Saturday, February 3rd, 2018
Posted by Brittany Diamondunder:
Wouldn’t you say that how teammates work together impacts the team’s overall productivity? Well, Decisions Oriented (DO) acknowledges that a happy workforce is a strong one. So, we built the company in a way to ensure each employ knows that we value them and will work to provide a positive working environment. Through ease of bi-directional communication feedback to leadership, we currently focus on several cultural root-building concepts.
Leadership has an Open-Door Policy
You know that feeling when you get summoned to a manager’s office in the form of a vague email? Your heart starts throbbing, your mind races with the question, “What did I do!?” Well, it’s a horrible feeling, and we agree. Therefore, leadership in DO maintains an open-door policy so that everyone feels at ease and ready to discuss business with leadership. As DO grows, leadership will continue to keep this policy. Large companies often get bogged down with an organizational culture of fear of talking with leaders, which is EXACTLY what we want to avoid. Our employees understand that they are leaders in their field. The employees innovate and push their respective fields forward. Only with motivated employees can leadership guide the company to success. Leadership strives to connect with employees, and will do this in several ways. Leadership commonly:
- talks with employees one-on-one and in groups to maintain situational awareness of the company as a whole,
- actively seeks to learn from employees’ experiences, knowledge-areas, and backgrounds while providing insight and guidance on DO’s vision and goals,
- sees how employees are doing to ensure they work on cohesive teams and have help with overcoming challenges,
- provide mentorship to help employees grow.
DO Plays to Your Strengths
One morale-buster that is surprisingly common across many corporate cultures, the military, and industries is the idea that an individual has no say in what they do or where they go for work. While this can be an effective way to manage personnel resources, it fails as a method of providing employees with job satisfaction, self-fulfillment, and happiness with the company. DO aims to lead the industries of analytic engineering, operations management, organizational resiliency engineering, and others. To do that, we understand that employees need some ability to choose. In order to accommodate this, DO actively pursues projects across these different fields in various locations across the DMV (District of Columbia, Maryland, and Virginia) areas so that the company can tailor its opportunities and locations for its employees. We want each employee to know that we value them, and will work to provide many amenable opportunities.
DO provides mentoring
We all have to begin somewhere. While DO looks to hire the best personnel with a good balance of strong and soft skills, we recognize that nobody is an expert in every task, field, or discipline. It can also be agreed that everyone has varying abilities for being social, communication, and other interactive qualities. It’s not easy starting a new job, so DO provides opportunities to learn from coworkers and leadership as well as on your own.
What Mentoring Means to DO
Dictionary.com contains two definitions for a mentor. The first is “a wise and trusted counselor or teacher”. Basically, a mentor has two qualities: they are wise and they are trustworthy. Wisdom is the ability to show good judgment and having insight based on experience. By hiring top-quality professionals in their field or industry, DO seeks to aggregate a high level of wisdom. This allows us to find answers and solutions to both everyday and milestone challenges the company may face. On an individual level, however, our employees may find good direction in their work practices or long-term career goals.
We can all agree that nobody wants wisdom from somebody they don’t trust. Therefore, DO looks for honest individuals who are both professional and effective in the workplace. This ensures that everyone in the company has an equal opportunity to comfortably look to colleagues, peers, and leadership for guidance.
The second definition provided for a mentor is “an influential senior sponsor or supporter”. Mentors influence the minds of their mentees. They help them grow. Also, since all employees have accrued many years of experience and knowledge in their fields, each employee is seen as ‘senior’ in their own right. Every individual is valued at DO equally as a professional with wisdom to gain and give. Therefore, DO applauds active, but not aggressive, mentorship within the company. DO strives to ensure people feel free to seek out knowledge and wisdom without being forced to do so.
DO Thrives with Diversity
If everyone on a team went to the same school, had the same job experience, and conducted their business in the same way, no team would ever be successful. The best ideas and innovations come from thinking outside the box. Therefore, DO is constantly looking for new talent that pushes the boundaries of knowledge and builds upon the current set of workforce skills.
Since everyone in the company has independent and varied backgrounds, it is easy to see how even the newest employee can take up a mentoring role. Everyone has their own perspective from which they can provide input. Their histories, experiences, and backgrounds drive perspectives from unique roadmaps of logic. As such, DO embraces culture and makes reasonable accommodation for individuality.
Opportunities for Career Growth
There’s nothing worse than finding a great job, working hard, and realizing six months in that the company you work for will have few, if any, opportunities to grow your career. This realization is not only disheartening, but also saps motivation. We recognize that most people wish to grow with their companies and not be stagnant. That’s boring. Therefore, DO ensures each employee that the company will facilitate some kind of growth for them as they demonstrate the will and drive to learn and act. DO approaches career growth opportunities for its employees through two different paths: 1) a structured organization that allows employees to take on more administrative, business-related roles, 2) encouraging the cultivation of new skill sets for each employee, and 3) professional growth as a whole.
Some people like the work of managing and leading teams, pioneering new tactics for business processes, and traveling up the corporate ladder. To accommodate individual ambition to contribute as a member of leadership, DO has an organized structure dedicated to provide increased responsibility as individuals work to help the company grow. We understand that new ideas arise from all rungs of a business. As such, employees are encouraged (not mandated) to take on auxiliary projects. We understand that in order for DO to grow, each employee must also grow as well.
There’s a certain level of job satisfaction that arises out of learning new skills and making progress in the form of achievements, deliverables, and goals. However, DO recognizes that, in order for employees to improve, they must also have the opportunity to earn certifications or partake in continuing education. Growth in skill-sets is a win-win situation for our employees. It allows them to outperform expectations on the job with clients with ease. Additionally, having new abilities allows our employees to expand their careers into new fields if they are looking for something new. Therefore, DO commits to help employees by providing tuition assistance and recommending industry-wide certifications.
Aside from company and skill growth, DO also seeks to foster professional growth of each employee within the company. DO hires outstanding individuals, and wants to help everyone maintain fluency with industry trends and events. In order to do that, we realize that our employees must have the freedom to occasionally attend meaningful colloquia and industry days. Conferences, symposiums, and working groups bring forth new perspective from the community to DO and its employees. In addition to networking, they can also be a great learning experience to get ahead of the competition later on. Industry days provide even more insight into how companies interact with each other on both large and small partnerships. So, DO encourages exploring network and knowledge-driven events for employees’ professional growth.
Encouraged Work-Life Balance
While we love to see employees working at top-speed to provide solutions to our clients, we hate to see our employees experience a ‘burn-out’. Just as everyone needs a break every once in a while to recharge from staring at computer screens for 12 hours a day, DO notes that it’s important for its employees to have time off. Every employee accrues leave. Every employee should use it at some point – we encourage it! Taking some time off throughout the year allows our employees to decompress and come back to work more energized and motivated than ever before. Leadership at DO sees spending time with the family, traveling, or just having some quality Netflix binge-watching time as our employee’s right after putting in those hours for weeks and months at a time.
The Importance of a Positive Work Environment
The best places to work are the ones that build up employees, not tear them down. Happiness is reflected as quality in peoples’ works. We at DO will always strive to maintain the utmost highest level of morale within the company and work with employees to make this a realistic possibility.<< Previous Powering on! A Review of 2017 and What’s to Come in 2018 | 3 Questions DO Asks Itself before Entering a Market Next >>