Work Here #6
15 Mar 2006|Jennifer Grey
Sitting in today’s new employee orientation, I explained what people need to know when it comes to the Cheskin Employee Experience. At the end, the org chart slipped out and I realized I’d forgotten to cover it. Because, after all, it means little to me.
There is an expectation of hierarchy, particularly when employees join a company. A navigation tool, a reminder of who’s who, a guide for who to lobby — whatever it might be, it feels irrelevant. As head of HR, I probably shouldn’t be disdainful of tiles and roles. Yet, I’m in good company (and in a good company) when it comes to this perspective. Cheskin has never been a hierarchical place that relies on the strength of a strong baton.
Refreshingly, this is not a novel idea. The Grammy Award-winning Orpheus Chamber Orchestra in NYC has no conductor. There are pros and cons to this approach. (See article “Why Employees Should Lead Themselves.”)
In terms of encouraging innovation and developing leaders, it’s an intriguing model. Consider Google, described as not having one individual responsible for new product development. Instead, employees post ideas on an internal bulletin board. Colleagues vote on the best ideas to pursue. A diminished hierarchy, when used correctly, encourages people to pay attention to each other rather than one leader. Observed of the Orpheus Chamber Orchestra, “there is a liberating intensity with which these musicians listen to one another.”
Yet another reason to consider Cheskin. We’re definitely not rudderless or lacking in vision. We haven’t won a Grammy, but we’re winning global innovation projects that rely on our ‘distributed network of vision and talent’. And, people (clients and employees) keep coming back for more.
Looking for a place where people listen to each other and you’re sense of worth isn’t tied to your place on the org chart? Consider our openings. We have some good ones.prev next