Creating a Result Oriented Workplace

 The Results Pyramid model essentially explores how to make culture change happen effectively, accurately, and efficiently in an organization or team. The differentiating factor being while many change initiatives focus on what people need to do differently, the Results Pyramid helps leaders add emphasis on how people need to think differently.

The Results Pyramid presents how the three essential components of organizational culture experiences, beliefs, and action work in harmony with each other to achieve results. Experiences foster beliefs; beliefs influence actions; and actions produce results. The experiences, beliefs, and actions of the people in your organization constitute your culture, and as the Results Pyramid demonstrates, your culture produces your results.

In any organization the business objectives are driven through the business strategy and processes which are essentially implemented by the roles in the organization. The various roles in an organization form the organization structure. The roles are performing relevant and varying job tasks which are needed to achieve the performance goals of the individual and the organization. If the collective achievement of the performance goals matches with the business objectives, then the organization has achieved what it essentially started to achieve.   

Companies that start failing, often lack clarity of purpose, so it pays to get your business' purpose sorted out at the onset. Now that the strategy is in place and you know what you want to do and where you want to go, you need an organization structure that would deliver the results. 

Organization Design is a formal, guided process for integrating the people, information and technology of an organization. It is used to match the form of the organization as closely as possible to the purpose(s) the organization seeks to achieve. Through the design process, organizations act to improve the probability that the collective efforts of members will be successful.

Though Maslow’s Need Hierarchy Theory talks about compensation being at the middle to lower rung of the pyramid and the other factors like job satisfaction and fulfilment being at the top, for a majority of employees, getting the right compensation is by itself a motivating factor. Hence, employers need to quantify the employee’s contribution in a proper manner if they are to get the best out of the employee.

After the Organization Structure and the Compensation has been defined, employees can have a much focussed approach to their jobs. Organizations can also identify the learning gaps of employees with the help of competency assessments and further equip them with necessary tools so that they perform their jobs effectively and efficiently to reach the desired goals.

 Performance management includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, an employee, or even the processes to build a product or service, as well as many other areas. It is also a process by which organizations align their resources, systems and employees to strategic objectives and priorities.

If the above are planned and implemented properly, then the employee would have a positive ‘engagement experience’ which would foster his / her ‘work related beliefs’ which in turn would be visible in the ‘behaviour @ work’ that would produce the ‘desired results’.