Companies, especially business and investment banks, have been impacted
by a huge crisis in 2007. They are just emerging now from this period. During
that time teams and management boards dealt first with emergency tasks, like a
sailing crew trying to fix a boat before it definitely sinks, without any time
to think again their actions.
Today, even if the sea is still rough but the storm gone, the crew starts
thinking about their motivation: cost reduction, regulatory constraints, low
brand image, stress… and no more incredible bonus!
Questioned by many clients about motivation levers after this crisis,
P-Val brings a first insight on the strength of their current World. Two main
questions have to be asked before any useful work on motivation levers can be
initiated.
1. Is the current World, inherited from the crisis, still
logical and efficient? Did this World burst completely?
If the Greatness is to be the most innovative, how to deal with that if
the Interactions and Decisions are based on compliance process and costs
reduction?
If the greatness is the high growth, how to deal with that in a market
under liquidity constraints, full of “de-leveraging”?
This gap between Greatness and Recognition before the crisis and Interactions
and Decisions after the crisis generates a disappointment from teams at every
level.
2. Can the current World, or the one under construction,
generate performance? Does it totally fit with the Clients’ World and the
environment?
The main risk is to transform the company in order to avoid the last storm
although the next one will be completely different. Greatness is often built
from previous experiences. Are these storms really going to happen again? Shouldn’t
we look for the expected World greatness in the client’s World’s evolutions? Therefore
an investment bank with a goal to “cleaner than clean” could be a weak
competitor because of a lack of efficiency, without avoiding some fines
inherent to the job.
Such a World would not perform and could lead to a loss of motivation in
the medium term.
Giving a sincere answer to these questions is the only way to really
motivate your teams.
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