What is a company’s reason for existing?
Meet needs and present solutions through your products and services? Contribute with a positive social impact by distributing income and offering jobs? Remunerate shareholders who invested in a particular value proposition?
Accelerate research and innovation in areas where governments have not yet recognized opportunities or demands? Offer development experiences to your employees, while using your productive capacity according to pre-negotiated parameters?
All of the above? None of them?
Several organizations have moved to create their “purposes”, with statements about the value they would like to deliver to society. Unfortunately, most of them do such a superficial and generic exercise that they could exchange sentences with each other and no one would notice.
For the most part, and considering the historical context of focus on production and sales, companies tend to see as purpose only the contribution they can deliver from the door, that is, offering value to consumers and their potential market. As a consequence, the role of organizations in caring for and developing their teams is in second (or third, fourth, fifth…) plan.
However, in recent years, the difficulty of attracting talent and unexpected market movements, such as the so-called “great resignation” or “great resignation” – a spontaneous dismissal movement that takes place in several countries around the world – have pressured organizations to face a reality that is increasingly evident: in the future, only companies that position themselves as platforms for human development, value generation and legacy construction for society will be successful.
Therefore, recognizing that work is more than a contractual relationship of time and effort in exchange for money (to learn more, read this column’s debut article), it is important that people can develop while working.
How is this question for you? Do you feel that you are learning and developing at your job?
Unfortunately, most people do not feel the slightest bit of individual evolution in the companies they work for. In fact, many even feel that they are dumbing down in stuck jobs and outdated structures, full of leaders who don’t connect with the commitment to contribute to people’s growth and to create healthy relationships.
It’s sad, but it’s true… There are many companies that have no conscience or interest in the development of people. There are even more “tidy for the party” and award-winning companies that are full of abandoned areas and gray people.
It is possible that you have already been or are in a company or in an area with this profile.
The inevitable result is the feeling of corporate dumbing down:
A kind of torpor and discouragement that makes your ability to learn and realize your potential get smaller and smaller, until you fall asleep for good.
Stay tuned and analyze if you are suffering from these signs:
– Excessively repetitive routine and lack of motivation to create or improve processes;
– Anger at the company or leadership, but apathy to express problems with logical reasoning from a human and organizational point of view;
– Repeated complaints and gossip wheels;
– Laziness to take on new responsibilities in more challenging projects, because you “will not gain anything from it”;
– Operational work in strategic and managerial positions, giving in to leadership insecurity (ie, preference for doing what is “easier”);
– Lack of motivation to participate in meetings and take constructive suggestions;
– Passivity in action and lack of initiative (only does “his job” and reacts only when asked).
If you’re stuck in this kind of environment, take a deep breath and lift your head. Try to identify how you can use the company to show more of your potential and what your intention and knowledge can bring with a positive impact for you, for people and for the organization. Look for mentors and allies.
No company and no boss has the ability to make you become a mediocre professional – only if you let them. Do not let.
Escape or help transform the organization. Settle in will certainly make you dumb.
Do you believe your company is a good place for development?
Submit your feedback or your question.
A big hug and very good work.
Amazing Places to Work
Alexandre Pellaes is a columnist for Lugares Incríveis Para Trabalho, an initiative by UOL and FIA to recognize companies that have the best practices in people management. The award winners are defined based on the FIA Employee Experience (FEEx) survey, which measures the quality of the work environment, the strength of the organizational culture, the leadership’s performance style and satisfaction with HR services. Registration for the 2022 edition is open and runs until May 30.