In the words of Warren Buffett, Chair of Berkshire Hathaway and one of the most respected business leaders and investors, smart investors “buck the trend.”
In other words, when investment markets fluctuate, they buy shares when the market is low — when most investors are trying to minimise their losses — and sell when they are high, while the herd is still trying to see how much more they can gain.
What we’ve observed here at Peeplcoach is that strategic organisations, who understand the impact that engaged, productive, and innovative employees make to the bottom line, are also “bucking the trend.”
Whilst uncertain and complicated economic conditions require additional scrutiny, a one-size-fits-all approach to budget cutting can often lead to further decreases in performance and profit, instead of increases. You can rarely save your way to long-term sustainability and profit.
And during challenging times, when “wins” are harder to find, the additional support and celebrations from organisations and managers are essential to keep motivation and engagement up.
Examples:
Agricultural Organisation:
Paid their largest bonuses to the team during one of their worst financial years. The losses — which were weather and climate-driven, were totally out of the team’s control. The team worked tirelessly to minimise further losses, and instead of being punished for working harder, they were recognised for their input and dedication. The following two years saw significant lifts in performance because of the plans developed and implemented during the “worst year.” They also increased engagement and retention over the following years, adding further profit directly to the bottom line. Paying big bonuses during an economic downturn is definitely “bucking the trend.”
Consumer Goods Organisation:
Has implemented a “Senior Leaders’ Program.” This program has been specifically created to meet the needs of leaders who are recognised as direct successors to executive roles. Timelines for succession are unknown, with the current executives being fairly entrenched. Knowing that ambitious employees can also be impatient, this organisation has invested in developing this cohort individually, personally, and as the next team of leaders who might be running the organisation in years to come. This program not only focuses on building high-performing teams and organisations, but also on building individual resilience and skills to avoid burnout, build personal satisfaction in life and work, understand self better, and find work–life balance. The message this organisation is sending is: we care about you as a person, with a family, with interests, with personal and professional goals — and we support the WHOLE of you. Investing to ensure the personal success and fulfilment of employees is not only business success, but also another example of bucking the trend.
Global Technology Organisation:
The global economy is in flux with dynamic monetary policies and political agendas, but this US-based organisation has “doubled down” on investing in their middle leaders. We have worked with this organisation for over 4 years, and during this time they have retained 85% of participants, 70%+ have been promoted within 12 months of completing the Peeplcoach Program, and 90%+ are on a succession pathway. Doubling leadership development expenditure on middle managers during economic uncertainty is absolutely bucking the trend.
If you’d like to find out more about how Peeplcoach Programs can help you accessibly buck the trend in a scalable way, contact us here.
