Large organisations have a lot of potential to achieve great things, but they can fall short of expectations. This blog post will discuss why large organisations can reach a glass ceiling, and why their people can lose interest, become tired, and why their work levels may not be sustainable. We will also look at the reasons why organisations may be unaware of what is wrong and why their systems can become inefficient.
People Lose Interest
When working for a large organisation, people can often lose interest in their job due to a lack of variety or innovation. When people do not feel challenged or stimulated in their work, they stop learning and that is when they can become bored and unmotivated. Any organisational or team pulse survey can spot lower levels of productivity and satisfaction before it's too late. If people are not engaged in their work they will cost on auto-pilot or eventually leave the organisation.
Work Levels are Not Sustainable
Large organisations can often struggle to sustain high levels of productivity due to their size. As the organisation grows, it can become more difficult to organise and manage the workflow, leading to a lack of efficiency. This can result in long hours, burnout, and an overall decrease in work levels. This is where self-managed teams and empowered leaders can really make a massive difference, as they can zoom in on the essential tasks and milestones in difficult and demanding transition periods
Ignorance of What is Wrong
Organisations can struggle to identify what is wrong with their systems, leading to an inability to fix the problems. This can be caused by a lack of communication between teams, a lack of knowledge of the organisation's processes, or a lack of understanding of the organisation's goals. Without proper understanding of the organisation's problems, it can be difficult to make meaningful changes. Too often large organisations become too engrossed in their own world and fail to see how their own parts, processes and behaviours are part of the problem!
Inefficient Systems
In larger organisations, systems can become inefficient due to the complexity of the organisation. This can lead to a lack of clarity and visibility, making it difficult to identify and fix problems. Additionally, large organisations can be polarised by opposites, either the struggle to keep up with changes in technology from outdated, or too much attention to process and efficiency that can actually create meaningless outcomes. So when Teams can learn how to navigate within and through the complexities new levels can be reached.
Final Note
Large organisations have the potential to achieve great things and reach a level of success that can be difficult to surpass, but they can also find themselves hitting a glass ceiling that can limit further progress. This can be caused by a range of factors, such as losing key people, or people losing interest in their job, working at unsustainable levels, or being unaware of the root cause of their issue. To combat this, it is vital for organisations to be aware of these issues and to have strategies in place that can help address them, helping to ensure their continued productivity and success. This may include introducing new incentives to keep people motivated, improving their processes and systems to increase efficiency, or even investing in training and education to ensure that all staff members understand their roles and responsibilities. Taking these steps will help to ensure that organisations can continue to maximize their potential and reach their desired goals.
"We cannot solve our problems with the same thinking we used when we created them"
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