Systems are Not a Guaranteed Lock for Success

The company makes a big announcement that a new system will drive performance and make the company a better place to work.  I am sure you are familiar with the systems - lean, six sigma, theory of constraints, just in time inventory, open book management, the latest performance appraisal system, employee ownership, touching toes, et cetera.

In many cases the systems are implemented, and in a month, year or even years down the road, things go back to the way they were.  There may have been some financial gains for a while, but soon the embedded cultural memory sucks them back out.  The initial wow and energy fades, and once again people are working in the same old company with the same old problems - nothing really changed.

Why?  Because the systems are not implemented within a framework that engages the employees.  The systems are implemented without any input from the employees that will be impacted by the systems.  There is no clear alignment of how these systems will improve communications, build teamwork, encourage the adult to adult relationship, create opportunities for employee growth, or improve leadership in the company.

The surveys by Gallop show that over 70 percent of workers are not fully engaged.  Systems are valuable, but if you implement them without a focus on employees you are doomed to failure.  Remember that if you involve someone in a decision, their follow through on the results of the decision will dramatically improve.  Implementing systems within a context that engages employees is the ticket for lasting success!