As things change so too do answers, actions and attitudes or, they should.
Sadly, in the rapidly evolving economy and marketplace many philosophies, goals, strategies, tactics and business plans have remained static. In some instances, because of the vagaries of market forces, some have devolved to inertia.
The recent third tranche of the Closing Loopholes Act, which included the specific provision for employees to invoke the right to disconnect, highlight a series of major and concerning issues. Employees have the right to turn off or not respond to, read or monitor contacts initiated by employers or third parties. They cannot be disciplined or dismissed for refusing contact outside of normal working hours.
Employers or their authorised agents have the right to initiate contact where and when circumstances are reasonable.
In a number of dimensions that template and set of parameters are vague, non-definitive and difficult to deploy, monitor and measure. What exactly is normal and reasonable.
RELECTION
“IN SEARCH OF EXCELLENCE”, 1982
RULES ARE FOR GUIDANCE, NOT OBEDIENCE.
BE PRODUCTIVE
Australia and many businesses, have for some time suffered from poor and falling productivity. It has impacted profitability, competitiveness and inflation.
The recent legislation does not address or redress this and several related pressing matters.
It will simply add more layers of bureaucracy to processes, adding to costs and time.
A fundamental flaw is the insensitivity and incompetence of politicians who appear to lack an appreciation of the unintended consequences of additional rules and regulations.
Businesses need less, not more, of both. Enhancing and accelerating productivity is the foremost need (recognised and unrecognized) of society, the economy and commerce. It is a priority, if not an imperative.
LOOSE, TIGHT
Effective leadership has been subjected to many and varied forces since 1982, when the book, “In Search of Excellence” was first published.
Globalism, technology, digitisation, social media, innovation and, more recently, artificial intelligence have added to the complexities of delegation, transparency, accountability and responsibility.
Time horizons have collapsed. The NOW generation expect and demand immediacy, and instant gratification.
For many, that means the need to reconnect, re-engage and respond, now. The first step is to reach out, not retreat. Job security and growth demand it.
Business is like life. In the words of the late Beatle, John Lennon:
“Life is what happens, while you are busy
making other plans.”
It is rare to anticipate, influence or determine the future. Therefore, the need exists to be open, receptive and responsive to ensure and ultimately to fit.
RESTRICTIVE CHOICES
Rules, regulations and legislations often restrain, constrain and limit freedom, choice and originality.
Dynamism implies rules, typically scripted and evoked in the past, have little contemporary relevance and resonance. Accordingly, the consequences are seldom binary. There is no right or wrong.
Performance measures, absolute and relative, are subjective and often projective.
One key measure appears to have universal application,
PRODUCTIVITY
Securing consensus, understanding and commitment to this idealised state, goal or outcome is imperative.
All related and consequential thought, actions and outcomes will be considered fair and reasonable. No need for documented legislation, rules or regulations.
Integration, cohesion and malleability will ensure currency. An acceptable and beneficial state to all.
IN-BUILT FLEXABILITY
The COVID 19 pandemic and related Working from Home practices necessitated and facilitated flexibility, choice, understanding and tolerance by employers and employees.
To differing degrees, most if not all participants considered themselves to be winners.
Cultures, relationships, cohesion and integration did suffer. Not surprisingly, once the external causal factor waned, employers and mangers sought an outright or increased return to work within company and entity practices. It was in a very specific form, the right and need to connect.
The answers do not lie in legislation and regulation, in monitoring, enforcement or the application of penalties.
Guidance, with the implicit presence of respect, tolerance and understanding, is more positive and acceptable to all, than finite, inflexible demands for obedience.
Barry Urquhart
Business Strategist
Marketing Focus
M: 041 983 5555
E: Urquhart@marketingfocus.net.au