The Challenge of Implementing Structure

We talk a lot about how important it is to have systems, processes, and structure. These tools are the sturdy foundation for a successful, growing company. As a business owner trying or considering making changes in this direction, you will experience push back. Your culture will experience a period of challenge. If you previously worked under a method which prioritized your employees’ feelings over the enforcement of your processes, it will take time to make this shift. Some employees will fight against you. Others may leave. Others will thrive under structure! Let’s look at some important things to keep in mind as you navigate through this period of change. 

Clear is Kind, Unclear is Unkind

You may have heard this phrase before. It can be used in situations with clients, vendors, employees, etc. In this case, we are talking about processes themselves. You are making this change for the benefit and success of your company. To succeed in this change efficiently, you need to identify clear processes. They may change over time, but they should always be defined. Once you define them, make sure they are accessible to everyone. A great way to do this is through written SOP’s or checklists.

By being clear, you are being kind to your employees. They may not love the period of change, or the change itself, but they would certainly not appreciate a messy transition where they are unclear on the expectations. 

Accountability is NOT an option

In order to implement structure, accountability is a must. Now that you have defined Clear Processes, stick to them. Accountability starts with you. That means you are equally required to follow new processes as your direct reports. If they see you falling astray, not only will they question the importance of it, but it may come across as hypocritical. 

Only once you are holding yourself accountable can you hold the team accountable. This doesn’t mean you fire someone if they make a mistake. We all know that habits can be hard to break. It does mean that even if someone accidentally falls into old habits, you still bring it to their attention. If someone is continually or purposefully going against the process, you owe it to the team and your success to intervein (disciplinary action). 

By holding your team accountable, they will build new habits quickly and the old way will soon be forgotten.

"P.U.S.H." Persist Until Something Happens

This is a great acronym to keep in mind during a period of change. It is easy to lose momentum or motivation while experiencing challenge, difficulty, and frustration. When you are in the depth of the challenge, remember why you started. What are your goals? Where are you coming from? 

With a clear mind focused on your purpose and intention of making the change – keep pushing! Do not quit. Continue until you achieve the results. This is the only way you will exceed your goals. 

The Value of an Employee

We are not blind to the chance you might lose employees. While we know how important the people on your team are, and even how difficult it is to hire at this time, this cannot be an excuse to not make a change. We believe that, and have seen, when a company pursues change and holds the team accountable, they will come out with a stronger team. The people on your team at this time will either thrive, adapt, or leave. If they leave you can be confident, they are no longer holding their peers or your company back. When you replace them, the new employee will only know the new process, and will not challenge it! 

At the end of the day, we want you to know this: change is hard. It is hard as a leader to guide your team. It is uncomfortable to hold individuals accountable. It might cost you the loss of some employees. But we both know it will benefit you in the long run and are here to support you. If you are ready to transition into a company founded in structure and ready to scale, reach out today.