Progression is Impossible Without Evolution

This blog is part of a series, "Coaching Perspectives from a High Schooler", authored by my daughter, Bridget Hagen.

When a company first begins or introduces a new program, there are some immediate kinks to be worked out. Over time, trial and error establishes efficient systems, and eventually, the company may seem to be performing flawlessly. With all going well, there appears to be no reason to change any practices at this point. Why mess with a good thing?

In reality, nothing is ever perfect. When a business is having success, the worst thing that can happen to it is stagnation. There is always room for improvement. A company can update its practices regularly, and new programs or features can always be added to enhance service even more. Sticking with the same routines while competing businesses grow and evolve can drastically reduce a company’s success just as it seems to be hitting its stride.

But it can be hard to figure out how to improve when everything seems to be working out - how does a company know what and when to change?

Success is a major sign that it’s time to develop further. When a company first begins to find success, its leaders should ask themselves, “What can we do to make this even better? What can we add to this?”

When a company is constantly working to improve, it can ensure that it remains above its competition. While this idea seems obvious, many companies fall into a status quo without even realizing it.

Because stagnation can sneak up on a business, it’s important for there to be systems in place for new ideas to be brought to the table and for customers to make suggestions. Too many companies lack an open forum for communication of ideas, and not enough make it easy for customers to give feedback.

How to Tackle Stagnation:

Some simple ways for customers to give feedback are through short surveys or comments on online posts. Most businesses do offer various ways for customers to provide feedback, but many don’t actually take their ideas to heart. It’s important for a company to actively try to make changes significant numbers of customers are asking for. It shows customers that the company really does care about what they think.

While taking customers’ suggestions is the most obvious way for a company to figure out how to improve, it is certainly not the only way. Employees often have bright ideas with no way to communicate them to the people in charge. Higher-ups may ignore suggestions made by employees below them or appear intimidating. Every employee, however, has a unique view on the company and ways to make it better, and every one of them deserves to be heard. Sharing ideas should be encouraged rather than repressed.

Monthly or even weekly staff meetings for the purpose of sharing new ideas may help a company, but an atmosphere in which employees feel comfortable expressing their thoughts is most vital to a company’s evolution. Leaders in a company must have an open office door and an open heart to ideas that may challenge what has become the status quo.

Even when customers and employees alike are urged to propose ideas, resistance to change often prevents a business from moving forward. Change is always uncertain, which can be especially scary when a company is at a comfortable spot, and drastic changes may also turn off a customer. For these reasons, change should be made in increments; huge changes must occur over time rather than all at once. This gives everyone involved time to adapt and get used to an organization’s new normal. It also allows for any immediate issues to be solved before even more is changed.

Just because a company is doing well doesn’t mean there is no room for improvement - there always is. And while these improvements are absolutely necessary, they shouldn’t be made too quickly. Given how common it is for people to resist change, suddenly making huge transformations can overwhelm employees and customers.

Interested in building and supporting a culture that embraces change? Check out our free webinar below: