Profitability is one of the major priorities of any business and, to increase it, organizations may implement various methods. One of the ways to balance the firm’s financial needs and customer interests is to create a great working environment and improve employee engagement. The modern world raises the question about the ways to increase revenue and maintain a positive work environment even in situations when the customer is not satisfied. In my opinion, such a balance can be achieved through the implementation of holistic leadership strategies aimed to develop an appropriate corporate culture and understanding of the company’s vision and values among subordinates.
Researchers suggest that organizational vision serves multiple purposes − it determines the company’s commitment to financial goals, its identity, value-adding capabilities, and so on (Kofi Darbi, 2012). By adding values to internal organizational activities, the management may both improve employee commitment and customer appeal. Thus, the organizational vision should reflect the company’s responsible attitude to its most important stakeholders (employees, in particular). However, not only should the management state that it values subordinates but must adhere to the proclaimed vision and values by developing efficient reward and motivation systems. Good rewards are core to employees’ engagement in organizational quality initiatives and the development of positive customer relations. The efficient reward and reinforcement system shows that the organization values employees’ efforts and attempts to recognize them. The style of manager-employee communication plays a crucial role in the maintenance of a positive environment in the workplace as well. The management should realize that it is impossible to satisfy every client and should be tolerant of failures. In this way, it will be possible to encourage employees and reduce the fear of criticism in them. I think the productive, bilateral dialog allows dealing with even the most severe conflicts and helps to preserve a friendly atmosphere.
Reference
Kofi Darbi, W. (2012). How do high-performing organizations define their mission in Ghana? African Journal of Economic and Management Studies, 3(2), 184-204. Web.