TANGIBLE INTANGIBLES
Jody Urquhart Idoinspire.com
TANGIBLE INTANGIBLES A Commitment To Intangibles Will Help Your Organization Grow Here’s The Rub: Most Of The “Soft” Workplace Issues That Generate Passion And Commitment Are Intangible. Because You Can’t Quantify Them, They Aren’t Regarded As Scientifically Sound. How Do You Measure The Dollar Value Of A Trusted Work Environment? How Do You Calibrate The Merits Of A Manager Who Brings Out The Best In Employees? How Do You Gauge The Worth Of An Involved And Fun Workplace? Yet These Are The Intangible Values That Will Make Or Break An Organization In The Twenty-First Century. An Organization’s Best Chance To Get Ahead Of Its Competition Is Through A Commitment To Intangibles. Companies That Charge A Premium Justify It Through Intangibles Because Not All Consumers Buy Solely On Price. Customers Are Willing To Pay More To Do Business With Trusted First Class Organizations Who Value Their Business, Treat Their Employees Well, And Have Sound Management Principles. Organizations Such As Disney, Ibm And Starbucks Thrive On “Soft” Issues Including Customer Service, Innovation And Creativity. In The 1950s, Thomas Watson Sr. Of Ibm Had An Open Door Policy, Whereby Any Employee Could Take A Complaint To Watson Himself. Since Workers Were Assured Lifetime Employment, They Were Less Afraid To Speak Their Minds. Because Its Employees Felt Recognized, Ibm Became One Of America’s Top Employers. While It Is No Longer Practical To Have A Lifetime Employ Guarantee (Ibm Ditched This Policy In The 1990s), It Is Practical And Essential To Hear Out Your Employees. Building A Fun And Engaging Workplace Requires Taking A Good Look At The Intangibles In Your Organization.
This is a small part of the book “All work and no say” by Jody Urquhart. You can go through the whole book by visiting: All work and no say by Jody Urquhart