Trust as Working Style of Small Teams

Method / Human Resources

Trust as Working Style of Small Teams
RUSLAN , Manager, Kazakhstan

The basic strategy of leadership for midsize businesses

I am an employee of our company since its inception. And I can say with certainty that all the competitive advantages we have been able to develop only because the right strategy - absolute trust.
Our team - 8 people. However, in the first year our turnover was over 1 million dollars.
This became possible only after the distribution of duties among staff - each only performs its work. Of course we are ready to help colleagues - but only after the fulfillment of its workload.
No time-control system - in our team all in sight and no one can portray the work when it does not.
Plan your purchases and sales of his directions completely supervised by only one particular manager - of course finally approve all director. But each manager has broad authority to change prices, products, style of communication with clients, the special provisions for VIP-clients, etc.
Nobody hides the sales prices and prices of purchases of goods from other employees. Everyone knows how much money a month, our company makes and what his personal contributions. Therefore there are no conflicts on different levels of wages.
All profit goes to the further development of business, its diversification and improvement of skills. If what the direction ceases to exist - the employee is not dismissed, and translated into a new direction.
The company is always ready to support staff in financial terms - loan, or in moral terms - leave.
In such circumstances, everyone feels free and independent, and can reveal many talents, which no one knows.
Poor people can not resist in such an open community, and within 2 years we have formed a strong indestructible skeleton with which we confidently look to the future!

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