FIREd by 50 was designed, specifically, to help people achieve their potential (Self-Actualize) while they are at work. It has been built thanks to Maslow's Hierarchy of Needs, Gallup's State of the American Workplace and many other sources of information over the span of about 25 years. But there are two principles that lay the foundation for this program: People want to be heard and people "care back".
The Spark sets things in motion.
Do Your Job. That line was been made famous by Bill Belichick. The problem is most employees are not told to communicate issues and opportunities. Not to mention, they aren't told to communicate that they would really like to get promoted and/or retire some day. So when it comes to communicating and sharing information, most people would say that's NOT in their job description. For that reason, most companies need to explain to everyone that part of their job is to talk to each other. Who gets this Rose?
The Survey drives Communication.
People closest to the work are the closest to the solution. Just ask them what they need to be safer and more efficient. Do it on a schedule. This will make sure it happens. It actually helps with the complainers, too. Now they know when they will get to complain vs. doing it randomly. You'll also want to ask them about their career plans.. Most yearly reviews do not include this. All of this shows you care - and they will care back.
Who gets this Rose?
The Support = Accountability
Support comes from leadership. People may just need something small. Like a better tool. Someone has to approve that. On bigger issues (like SOPs), use A3 Thinking to make team decisions. When the solutions come up, someone is going to need to approve those, too.
Who gets that Rose?
Do these steps and you'll see Progress.
