Organizational Culture & Cattle

There is a literal instrument that is used to “make cattle or livestock move by striking or poking them.” ?Do you know what is it called. It’s called Prod. This is a noun also not just a verb for all your grammar fanatics.

Fortunately, or Unfortunately in a digital world, the physical prods of the world have been replaced with words, emoji and acronyms and no place other than an office workplace is this more evident.

Words like “Urgent”, “ASAP” , “Immediate Action” in emails , messages have become the digital prods which drive the anxiety is employees rather like the cattle. In India, we have all kinds of “ists” ( Racist , Casteist , Sexist etc) but we have never evaluated an organization in this manner.

Some Leaders/ Managers are lauded for being catalysts in the organizations , getting the work done but if you look deeply you will find them more driving cattle.

They drive the anxiety, blow away the processes designed with wisdom with many, the downgrade of employee engagement , the negative impact on employee well being and mental health, is not only obvious but a cause of concern. Not only this, but people getting such emails also look for creative ways to stall and frustrate leading into a negative spiral and thereby even more “urgent” emails.

On a lighter note, Even though reading ?Dilbert’s three panels, this is a very serious concern. This digital prodding has the complete effect of sucking up a huge amount of creative energy and productive time across the horizontal and vertical of the organization.

So how do we ensure that work gets done yet not cause this artificial anxiety across the organization. The elephant in? the room: Language Matters. All such cattle-ists(even some of our HR Fraternity will be here) must be counselled and be made aware of the consequences. One of the most critical aspect as a Manager is the decision making skill and communicating the same. Its not about what needs to be communicated, how it is communicated and much more message is not be construed about. ?Second is to be consistent not blow hot and cold with people/team/ co workers. ?

A big part of being a manager is to cushion the pressure but somehow that has been forgotten. This lead to prodding way of work which leads to sub-optimal way to achieve retention, engagement, or even productivity.

One of the hallmarks of effective leadership is the ability to engender trust among team members. When leaders give praise, recognition, and support, they aren’t just making a team member feel good in the moment; they’re laying a foundation of trust. This is all about cultivating an environment where collaboration and mutual support are the norm.

?So, in a world dominated by technological advances and changing dynamics, the ancient principle of reciprocity remains a guiding star for effective leadership. Leaders who harness its power can build stronger teams, foster more collaborative work environments, and ultimately, achieve greater success.

?Whether it’s the simple act of recognizing an employee’s hard work or the more complex art of diplomatic exchange on the world stage, reciprocity is a testament to the profound human need for connection, appreciation, and mutual respect. In the end, it reminds us that in giving, we truly receive.