The Organisational Version of High Cholesterol…’The Silent Killer’

When I engage with my clients, they allow me into their organisational ‘heart’. I am asked to look, prod, understand, listen and then SOLVE their ‘heartache’.

I find it interesting still, that, irrespective of the industry, most organisations struggle with the same challenges. This is comforting in some way, knowing that everyone is in ‘the same boat’…although every organisation believes (as they are rightly entitled to) that their challenges are unique.

These challenges normally come down to;

1. Complacency
2. Poor Communication
3. Lack of Ownership
4. Not adhering to company Policy and Procedures
5. Employee experience of Management does not ‘Walk the Talk’

In this article I will take a closer look at the Organisational version of high cholesterol…COMPLACENCY ‘The Silent Killer.’

The findings in this article is merely a collation of all the experiences I’ve had with my clients and does not necessarily mean it is the same for everyone.

So, what does COMPLACENCY mean.

The Free Dictionary defines ‘complacency’ as;

‘Being satisfied with the current situation and unconcerned with changing it, often to the point of smugness.’

If you took that definition one could argue that those who are complacent may merely be content (Free Dictionary: ‘desiring no more than what one has’) and that their perceived ‘unconcern’ is subjective.

It’s one thing to know the ‘MEANING’ of the word, but in the organisational framework, it is important to understand what does complacency ‘LOOK’ like in daily operations.

Let’s unpack it then. What are the typical behaviours of a complacent individual/team/workforce?

Most of my clients experience the following behaviours within their complacent employees;

• Hiding (lack of taking initiative)
• Clock In-to-Clock Out (doing the bare minimum, taking shortcuts)
• Disengaged
• Everything becomes a Tick Box exercise, (I only do, I don’t think anymore)
• Distrusts Everything and Everyone

There are many reasons for these behaviours, some of which are;

• Sense of ‘I’ve always done it like this’ no need to learn or grow
• Learned adopted behaviour due to organisational legacy (I’ve tried and failed, tried again and failed so why bother)
• Haven’t been able to advance past a certain point in their careers
• Transformation has left the individual with the feeling of having lost their brand identity
• Lack of true understanding of strategic business decisions which impacts on their role

It is one thing to know and semi-understand these behaviours; it is something completely different to ‘CHANGE’ it. The bigger question organisations need to ask is, do we ‘NEED’ truly ‘NEED’ to change these behaviours if they don’t ‘affect’ our bottom line.

To test whether your bottom line is ‘affected’ by a complacent workforce is like asking someone whether they are ready for parenthood. You will never know, TRULY know until you’re in it.

In this case the 80/20 principle adds to an organisations challenge in measuring the impact of a complacent workforce.

Yes, there will be notable hair-raising incidents that will have an immediate effect on your bottom line but in general the 20% of individuals that give their best will still deliver a bottom line that will keep the shareholders happy.

The question to ask should then rather be, I’ll call it ‘opportunity cost’ for a lack of a better word…how much ‘MORE’ growth are organisations missing out on due to a complacent workforce. How much ‘MORE’ success, triumph, innovation and elevation are silently being killed due to complacency.

The good news is, that COMPLACENCY, like High Cholesterol can be overcome by implementing a few simple steps.

1. Share the Dream (openly share the dream that the organisation has in mind and the great benefits it will have for all parties, once reached)
2. Impactful Communication that shows Care (this does not mean written communication. It means talk to me in a manner that I can understand)
3. Remove blockages (give me the systems, tools and support I need to do what I do best)
4. Empower individuals to be Self-aware (I don’t need to be told, I can see, objectively see, learn from past mistakes and grow from feedback)
5. Have a Sense of Humour (create an environment where we can laugh together, a safe psychological space where we can openly be who we are)

Complacency like high cholesterol is, if left untreated deadly. It would be risky for organisations to leave it only up to the 20% to keep the engine running.  I have great respect for my clients who identifies this ‘disease’ and then actively work at it.

For those organisations who suffer from ‘High Cholesterol’, it’s never too late, however you then must commit to making small shifts every day.

I’ll leave you with a quote by Benjamin E Mays (American Civil Rights Leader)

‘The Tragedy of life is often not in our failure, but rather in our complacency, not in our doing too much, but rather in our doing too little, not in our living above our ability, but rather in our living below our capacities’

For those who want to learn more about how to shift your organisational  complacency, I’d gladly share how; call me on +2782 773 3300 or email carmin@adjustmentbureau.co.za