Reason 1: Development

It has been proven that from the moment we are born, we develop more and more slowly over the years. This starts immediately after birth with learning to breathe independently and later learning to walk and eat independently. The fact that this development is becoming increasingly slower is actually a shame because it is precisely that individual development within organizations that leads to collective innovation. And innovation is one of the success factors for being or becoming a growing organization. My advice is to facilitate that innovation.

You don't do that by placing a suggestion box in the canteen in which, in addition to an abandoned banana peel, every few years an idea is put in about how the next company outing should be organized differently.

How do you facilitate that innovation? You do this by dropping an insane idea, for example that you want to double turnover over the next three years and improve the margin by 20% on that doubled turnover. By posting such a message in the organization, you force managers and employees to think outside the existing frames of reference. Remember that a good plan often just comes from a crazy idea! The well-known 'if you keep doing what you always did, you will get what you always got' is no longer a law, because it has now been proven that it can also be less, much less even.

What does the above have to do with growing up? Now, let me explain this to you: children are constantly learning how to get things done and the parents who give them the space to do so see things happen that surprise them. The well-known: 'should you look at what he or she is doing now or can already do?' So be amazed and facilitate innovation. And don't forget to say: 'well done!'

Reason 2: Energy

Healthy children are bursting with energy. They are, as they say, 'on' and run and fly in all directions all day long. Energy is input that ultimately leads to results. Achieving good grades is an output and the result of all actions taken for this purpose.

Because we like to manage based on input, it makes perfect sense to work on the energy of managers and employees. So cherish that apparent ADHD employee and let him or her transfer that energy, which also gives energy to others. That's all well and good, of course, but if you have less or no energy or are simply less energetic by nature, what then? Well, there are already many known ways to give you more energy, such as exercise, exercise, healthy eating and of course not smoking and drinking (not too much). In addition, the way in which you receive or give feedback and provide or receive leadership plays an important role. And then there is another important factor that has an influence, less known to many people, although it has been increasingly recognized lately, and that is sleep! Not only at night but also during the day, for example.

Question of conscience! Do you have an opportunity in the company to take a 'power nap'? And would you accept it if an employee said he or she was taking a power nap? It has been proven to work. Afterwards, the energy is back to normal and can be put into work. Little children do the same, get some sleep! The reassurance is that changing the diaper can be avoided, because as far as I know, most managers and employees are toilet trained. And no one benefits from pampering these colleagues.

Reason 3: Fun

Let me start by saying that if you have a great job, you never have to work. Too easy? I don't know, the fact is that we are all jealous of the people who have turned their hobby into their job. Why couldn't it work the other way around? That you have come to enjoy the work you do so much that you experience it as a hobby. Once you reach that point, the number of hours you put in is less relevant, because it's so much fun.

Give employees and managers room to maneuver. That is the space within which they are allowed to move and also make mistakes. There are companies that are very good at this, where, for example, the office layout is determined by the employees, after all they have to 'play' there, I mean: work. It is no exception that there is a table football game, billiards and even game consoles.

With the current work-from-home trend, it might be a good idea to take a closer look at the office design. Take a look at what the needs of the employees are and take the applicable RIVM measures into account when redesigning. This allows your employees to escape social isolation and allow them to work together again in an inspiring environment, making work more enjoyable.

Reason 4: Naughty

According to the 'Dikke van Dale' the meaning of 'naughty' is: naughty, disobedient.

Now I can already hear you saying: 'that's nice to want to have that in my organization, not so'. And yet there are benefits to that, especially disobedience. Stout is more difficult to apply in practice and you will undoubtedly have your own image of it, so keep that in mind, because I will not pay any more attention to it. We do think of 'disobedience', because that has to do with the statement: 'rules and procedures don't work, people work!'

There is a group of employees where it works exactly the same as with children, when you say: 'they are not allowed to do something. Exactly, then they do it anyway!' There are examples within organizations where employees have undertaken activities that were not actually permitted; and it is precisely those 'violations' that have led to enormous success within the company. It is difficult to encourage this in a taught manner, but what certainly helps is not to impose too many rules. This creates space for employees to show mischievous behavior that might make you say: "That's courage!"

Reason 5: Honesty

You've probably heard the saying: 'little children and drunk people speak the truth'. Which in itself is a truism. Now, in my opinion, it is a bad option to get all managers and employees drunk in order to find out the truth, so this solution is rejected.

What is of course possible is to conduct a satisfaction survey among employees. The problem with this is that I don't want 'satisfied', but 'enthusiastic' employees. When it comes to honesty, you have an exemplary role in the role of manager, especially if you show in that managerial position that honesty lasts the longest, then employees will follow your example. If everyone does that, we call it 'the culture of the company' and that in turn determines the fun as I described in reason 'three'.

Now you will also have the experience that one colleague is easier to 'read' than the other. One person is an open book, the other a closed book. You will have to adapt the form of communication accordingly. For example, by visiting the home of a 'less easy to read' employee. This gives you a good idea of ​​the home situation with his or her family members in a casual atmosphere. If your colleague has children, they may be able to give you even more insight. The comments from those children that make your employee 'colour' or prevent him or her from showing an attitude are often reality! You want that honest response, which will help you turn a satisfied employee into a passionate employee.

Finally:

See if one of the above reasons is applicable in your own organization and get started. You will experience that developing and/or improving will actually be childishly simple.