We strive to be open and adaptive to how the next gen embraces work. And, we strive to be open to new ways of approaching work in general, so that we don’t become complacent as a company.

Put simply, instead of accepting the status quo, we do our best to do what works. Here are a few ways we challenge older ways of thinking and approaching work. 

Open Book Accounting for Transformation

Old way: financials tend to be shrouded in secrecy.

Better way: equip people to understand financial outcomes.  

We have transparency when it comes to sharing financial information because it helps people see what they’re building. Open book management helps employees know where we’re headed and why, it empowers people to make decisions like entrepreneurs, and it builds trust. For me, I love the sense we all have that we’re on the same team, working together and being creative in how we can operate and grow the business. 

Embrace Feedback in the Moment

Old way: the annual performance review.

Better way: informal, frequent feedback in a safe space.

Is there anyone that truly looks forward to those dreaded annual performance reviews? Feedback in the moment is so much more powerful and can be so much more useful than feedback that’s delayed for months and months. As long as you have a safe environment for that feedback (and you focus on empathy), ongoing, informal feedback is the way to go.

Minimal Compliance

Old way: policies and procedures grow over time.

Better way: lead with trust first.
 
It’s fair to say that we do need reasonable compliance oversight. The key part of that statement, though is that compliance should be reasonable and necessary, and in my opinion, should come from a place where we assume positive intent from our people.  

Help Your Customers Grow With You

Old way: reactive, customer support.

Better way: proactive, customer success team.

Today’s forward-thinking leader aims to be proactive, not reactive. I admire how HubSpot defines Customer Success, saying: “Customer success is focused on working proactively in partnership with customers [throughout] their time as a customer to help them get more value out of their purchase and [to] share their feedback with you. It drives the customer experience forward and ensures a successful path into the future.”

Replace Command and Control with Trust

Old way: command and control.

Better way: freedom and autonomy. 

You can’t force the new gen to work, and the sooner that’s realized, the better off you’ll be! (Plus, that’s no way to lead your company.)  

Freedom and autonomy matter to us because it equips people to use their talents and their discretionary thinking to create real impact in an organization. If you want people to think and act like entrepreneurs who solve problems creatively, you have to give them the trust and space to act accordingly.

Responsibility Beyond Yourself 

Old way: business ownership.

Better way: stewards of resources and stewards of the business.

This is an acknowledgement about paying it forward. This is about embracing the idea that we can be generous with our time, resources, talents, and more. The next gen embraces this idea!

Do you see your resources as belonging to a higher power? Do you feel a strong fiduciary responsibility toward the care and management of these resources, beyond something that solely serves you?

Take Down the Walls  

Old way: organizational silos.

Better way: Knowledge- and information-sharing for growth.

No more barriers – and that is externally, but also internally. The virtual team is all about team success, company success, and yes—individual success, too. For a true team environment, you can’t have “barriers” or divisions up between your teams, plain and simple. I’m thrilled to see that the next gen is all about cooperation and collaboration, rather than competition or the belief that there’s “not enough to go around.”

It can be quite frustrating working with another team or individual who won’t collaborate, share, or worse yet—if they are competing with you over certain outcomes. The classic example we often hear about is sales and marketing, or even operations, being at odds with one another.

The opposite of such silos? That looks like proactive sharing of knowledge and information to help one another; open and transparent communication about short-term and long-term initiatives, and sharing “wins” and rewards together, as a team.  

Greatness Over Growth 

Old way: solely profit-focused.

Better way: people and purpose over profits.

Many leaders are well aware of the next gen’s desire for purpose and meaningful impact. In my opinion, the desire for purpose spans across generations, but it’s been made clear that the “next gen” won’t accept anything less, and I admire that.  

This is a concept heavily embraced by the Small Giants Community (and the book by the same name), and, contrary to some organizations, at Edoc, we embrace this fully, and we believe in prioritizing people and purpose over profit.  

Think of it this way: it's all about how you define success. Is success to you all about revenues and profits that grow, year after year? Or can business prioritize purpose and people—while you also have a healthy balance sheet? The Small Giants site says it best: it’s not just about growing “for growth’s sake, but [its’ about enhancing the] lives of the people” who work for us.

Employees as Your Best Advocates 

Old way: the sales team is who sells.

Better way: all team members look for business opportunities for the company.

Traditionally, only sales team members are tasked with “selling” within the organization. For us, all team members are looking for opportunities to contribute to the company, and that includes finding new business opportunities. It’s a special situation when your content, engaged employees can be your biggest advocates, and can attract more business, too. Talk about a win-win-win!  

Transforming the Way Business Is Done

Edoc Service’s purpose is to transform the business world through innovative services and authenticity. We were founded based on that very idea—and the concept that team members could do meaningful and productive work remotely, instead of having to come into the office each day. This idea was born in a time where “working from home”, or “WFH”, vernacular didn’t yet exist. We’re pleased to see that people have caught on to this better way of working!

26 years later, employees have the same flexibility and freedom to work and live from any location. Learn more about Edoc Service and our purpose, and connect with us if you’d like to learn more about how we help teams thrive in a more virtual setting.