Simplicity in the Workplace
Many of the resources around building simplicity fall into the personal development domain, including a lot of what I write about. And I certainly think that’s where simplicity is going to have a huge impact. However, the lessons people learn from simplicity can – and should – extend to the workplace.
A very brief history of labor and processes
Over the past century or so, the corporate landscape seems to have moved at a breakneck speed. From globalization and technology advancement to the rise of new business sectors and the creative minds that tackle those new challenges, businesses have a lot to get their arms around. Fundamentally, though, I think there are two overarching factors that companies can use to manage complexity: people and processes.
From a people standpoint, it’s been a bit of rollercoaster. At the turn of the 20th century, employees were really just cogs in the machine, and a company’s ability to manage a workforce was primarily dependent on how lean they could keep the payroll. In the 1930s and 1940s, the growth of the military mindset started to shift public opinion toward a greater respect for authority, which gave rise to the “company man.” As time progressed, though, companies needed to respond to a workforce that demanded more empowerment for the individual, autonomy, and a purpose-driven perspective. All of these new frontiers for the people element of running a business were great for supporting the workforce as individuals, but it increased the complexity of actually managing that workforce.
On the process side, companies were also having to respond to new technologies and ways of thinking. In the early 20th century, the focus was how to standardize processes (cogs in the machine) and how to train employees to specialize in specific outputs. Processes kind of trudged along until concepts like kaizen and scrum began to revolutionize manufacturing and software development. These concepts brought new ways of thinking to the table, like continuous improvement and cross-functional collaboration.
Where does that leave us today?
Now companies are faced with a workforce who wants to find purpose in their labor and processes that are designed to continually improve services through a wider variety of people working together. I think that setup sounds great for most of us, but it leaves businesses faced with a level of complexity that’s difficult to manage simply through theoretical, management-driven tactics…they have to rely on employees to shape and support the values and operations of the business.
How can simplicity help?
Simplicity is about aligning your thoughts and actions with your values. It means a company must define its core values and actually execute based on those values. It’s not enough to just have them written down somewhere. If companies want their employees to authentically support the mission of the business (and they should), they are going to need to put in the time and resources to help their employees align with the company, build authentic connections, and work with a purpose.
Some steps a company can take to overlay simplicity in its workforce include:
Clearly define the core values of the company. This requires an up-front investment from the founders and/or leaders of the company, but it will provide a guiding star for everyone in the company. The process of defining the company’s core value is not to be taken lightly, though. So many businesses go through the motions of creating core values and mission statements that are not honored…just a box that gets checked. Understand what the fundamental criteria for success are. Why is the company’s purpose important? Ideally, the list of core values will be limited to three words or phrases. Like people, companies cannot be everything to everyone, and a focused list makes it easier to talk to and share with employees.
Consistently share how the company translates core values into action. One of the biggest gaps companies can have with its employees is communication. Do it often, clearly, and underscore how the employees further the mission. We all get into a rhythm of just doing our role, but regular reminders of the “why” is critical.
Coaching for executives, teams, and individuals. Coaches work as thought partners, providing frameworks and accountability in specific areas clients are working to improve. Companies hire people who are really good at something (accounting, marketing, coding…), but you can take those same people from good to great when you give them resources for leading themselves and others through the lens of the specific core values of both themselves and the company.
Team engagement. Encourage managers and teams to be vulnerable and open with one another about who they are. When an employee sees themselves as part of the larger group and pushing the mission of the company forward, engagement is so much higher.
When companies put in the time to build simplicity in the workplace, the benefits reach well beyond just an HR metric:
Enhanced Productivity: Simplicity streamlines processes, because every person knows what the company is driving toward. In the same vein of the saying “You get what you measure,” simplicity provides the metrics for how the company fundamentally measures itself. When workflows are 1) aligned with core values and 2) straightforward and easily understandable, teams can work more efficiently and effectively.
Improved Communication: Clear communication is fundamental to a well-ran business. Employees at every level appreciate the clarity that comes from better communication. When a company spends the time to clearly layout and live by their core values (and regularly reinforces the message and actions), everyone is working from same starting point. Communication is easier, there’s less confusing jargon, and the mission is transparent. Once everyone is on the same page, there are fewer misunderstandings, and you’re building a collaborative atmosphere.
Fostered Innovation: Simplifying processes and removing unnecessary layers of bureaucracy empowers employees to think outside the box, innovate, and contribute fresh ideas to the organization. Your employees have so much to offer, and simplicity promotes a culture of innovation by encouraging experimentation and risk-taking based on the unique perspective of each individual. When everyone is clear on their own core values and those of the company, each employee is able to contribute in ways that push the business forward while still encouraging personal growth.
Adaptability: Markets and industries can change, and businesses need to be able to adapt as needed. This might mean new products, different processes, or varied service lines. Whatever the winds of change bring, clarity of purpose and a well-integrated workforce are critical to remaining agile. Organizations that embrace simplicity find it easier to adapt to new technologies, market trends, and customer demands.
Enhanced Employee Wellbeing: Employees that feel like active contributors to the company’s values and mission consistently report higher engagement. When businesses connect values to actions at a personal and process level, employees can find clarity, purpose, and connection – all of which can reduce stress and burnout as well as lead to greater job satisfaction.
Cost Savings: By eliminating unnecessary processes (clear mission) and reducing bureaucratic overhead (empowering employees), organizations can optimize resources and operate more cost-effectively. While there are certainly advantages to efficient operating procedures, the biggest win is employee retention. Replacing employees is expensive and inefficient. Instead, focus on building a workforce that gets it, wants it, and feels connected to the values of the company.
The benefits of simplicity in the workplace extend far beyond organizational efficiency. It is a catalyst for innovation, a shield against the complexities of a rapidly changing business landscape, and a cornerstone of employee wellbeing. Companies that spend the time to truly understand core values and connect those values to employee engagement will be poised to build a brand and internal strength that offers not only a competitive advantage in the market – but also a company culture where people want to contribute at the highest level. Simplicity is the key to unlocking the full potential of modern organizations as well as the individuals that support them.
