Harnessing Hyper Agility Through Engagement and Trust
Most of the organizations today work using the 19th or 20th-century corporate models. They strictly operate on hierarchies, division of work, standardization, and separation between those who organize work and execute it.
The problem with that approach is it has been built to last in a considerably stable world. Today’s world, on the other hand, is extremely complex, uncertain, and turbulent. Therefore, the need of the hour is to be able to pivot not only rapidly but also reactively to seize opportunities and maintain market position.
Towards Agility and Hyper Agility
The best way to stay ahead of the curve and adapt to turbulence is to be innovative, reactive, noble, and agile. As you already know, Agile is a project management model that organizations around the globe are using. When that Agile approach is extended from beyond project management and implemented on a large, organization-wide scale, we achieve Hyper Agility.
So, Hyper Agility is simply the organizational equivalent of Agile project management. However, for large organizations that deal with multiple internal teams and domains, achieving Hyper Agility can be challenging. For that, here are a few things to consider and keep in mind to take the organization towards Hyper Agility:
Keeping Employees Engaged
Engaging all stakeholders and employees is the first important part of embedding Hyper Agility into any organization. Research has been conducted to measure employee engagement all over the globe since 1998. The researchers reported the following findings later last year and things haven’t changed much even in 2021:
- Around 60% of employees are not engaged at all. So much so that they can be considered to have “mentally checked out”. They’re basically just putting the hours into work, not energy or passion.
- Approximately 25% of the employees are actively disengaged from their work. Not only are they unhappy at their work, but they’re also busy radiating this unhappiness outwards.
Historically, organizations have always considered performance-based bonuses, annual increments, and occasional socializing and company trips to be essential motivators for employees. However, in today’s fast-paced world that quickly moves towards the gig economy, hiring, engaging, and retaining top performers requires much more than just this.
Data suggest that in today’s corporate environment, freedom to innovate and the ability to independently operate and drive results are bigger motivators. To achieve this, it is essential to work towards a collaborative culture and customer-centric environment. Further, to keep the employees engaged, it is clear that the need of the hour is to offer them a chance to work on something meaningful – something on which their contribution matters, and they’re not just a cog in the machine.
Working on Trust and Accountability
Hyper Agile organizations require employees and stakeholders to be on their toes at all times. They are required to be more engaged in a Hyper Agile organization than in traditional organizational setups. People tend to become more engaged with their work if they are given clear-cut guidelines and room to do their job. They need to be able to make difficult decisions, drive innovations, and not just do repetitive tasks following rules and procedures.
As a result of this, trust becomes one of the keys to organizational Hyper Agility. When people are free to use their innovation and ideas without needing the permission of authority, they feel valued, and it shows in their work. In such a scenario, people tend to be much more reactive as well.
Businesses can explore what Hyper Agility means to them and how they can go about leveraging this to stay ahead of the curve and be a fast-paced organization in this equally fast-paced world!
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