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Why Think Differently?

Conventional wisdom in HR uses phrases like:think different

  • Employees are our most important asset;
  • We strive to be the employer of choice;
  • Our pay practices attract, retain, and motivate the best talent;
  • We have competitive compensation and benefits; or
  • Our goal is employee satisfaction.

 

At Open Door Organizational Solutions, we think differently!  For instance we believe that:

  • The people who work in your organization are not assets.  Nor capital.  Nor resources for that matter.  Bad way to describe the people who do the work of your organization.  We believe that your people are your most important investment – one you take care of, expect a return from, and change out if the return isn’t there.
  • Your organization shouldn’t be the place everyone wants to work.  If you try to appeal to everyone, you have to become generic, which is bland.  We want our clients to celebrate their “organizational quirkiness,” stay true to that, and recruit and retain people who like being part of that picture.  Not everyone will; not everyone should.
  • Pay only reinforces, rather than incentivizes.  Money can’t buy you love.  When you put too much focus on money, it reduces the employment relationship to a transactional one.  When that happens, people work for what they get, rather than working for what they can become, contribute, and help build – things that build self-actualization and motivate.  Money is important, but it’s not a top motivator.  Get it right, but then focus on the things that matter.
  • Competitive compensation and benefits practices can help, but often all that means is the same old vanilla package everyone else has.  Doing what everyone else is doing isn’t always a good business practice, let alone a best one.  Compensation and benefits strategies should be screened through a broader business case analysis than prevailing practice.  Doing so could produce a strategy that is totally upside down from conventional wisdom.
  • Your goal should be employee engagement – but not in how that’s conventionally thought.  Employers spend bazillions of dollars on employee engagement with little appreciable result.  That’s because they’re trying to engage employees in satisfaction, which is pretty nebulous and can lead to entitlement.  We help organizations engage their people in ways that are key to the business, creating people who think more like owners.


Whether it’s traditional HR issues such as compensation, benefits, recruiting, training, or employee relations, or with broader things like Board Governance and Strategic Planning, we start with the culture of the organization, and the business case.  The result is as different as after the fact Quality Control is from Quality Management, or as different as General Ledger Accounting is from Financial Planning.