Any IT company is like a living organism. When the conditions are favorable, the organism functions properly – all employees perform their tasks. Business grows and flourishes.
But sometimes unforeseen circumstances may happen to anyone.
In this article, we will tell you about the types of company regeneration during force majeure and how to regenerate your IT company as painlessly as possible.
Organic regeneration is an ongoing process that runs throughout the life of a company, just like deciduous trees discard their old foliage to grow and renew.
“The difficulty lies not so much in developing new ideas as in escaping from old ones” – John Maynard Keynes
The organic company regeneration is natural and necessary for the growth. The employees learn new things and keep pace with the times, stop using obsolete tools and start utilizing new ones so that the company continues to be competitive.
As part of the company, all employees update their knowledge, thereby changing the world. External conditions don’t become an obstacle, moreover – they contribute to the development and self-recovery of the employees’ unconventional creative approach.
Reparative company regeneration takes place during force majeure: illness or dismissal of an employee. In such case, the company needs to recover quickly.
The situation is less critical when an employee falls ill because you know that in a rather short time he will return to work again: according to statistics, an average person needs about a week to recover from illness. We would like to offer you some recommendations to help you cope with this problem:
In most cases, when a sick employee comes to work, it only hinders the company regeneration for the following reasons:
It should be mentioned that this variant is not suitable for all situations and perhaps, is an exception. It is probably best if the initiative is taken by the employees themselves. We are talking primarily about the people whose work constitutes a priority in their life.
Many people are driven by the desire to succeed under any circumstances. Of course, one of the basic motives is the desire to get recognition and reward.
An open sick leave is not a prohibition on work; it just confirms the possibility to be temporarily exempt from work.
For example, an employee broke his leg. However, a broken leg will hardly have any effect on his productivity (if he is a web-developer for example), but at the same time, trips to the office will bring him a lot of discomfort.
If you have already had such cases in your practice & the employees have successfully coped with their tasks remotely, it makes sense to think about involving a remote team in your project.
If your company is a close-knit team, then the regeneration will pass gently and painlessly. Give the opportunity to one employee to show his super power! Explain to him the importance and urgency of the problem, indicate that you will appreciate his contribution to the solution of the problem.
Thus, the employee will have a powerful motivation to:
You will also get a few nice bonuses:
You can easily solve such problems if your employees have a number of skills. Suppose your QA is also hot at layout (and your layout designer has just got sick), or your sales manager is quite good at design and, if necessary, can replace the designer by performing small, but important tasks.
In doing so, you should be careful. It is very important that a person could perform new tasks without detriment to his main responsibilities, moreover – show excellent results! And if in the regeneration mode, the employee shows better results than the specialist he replaces, then this affords an opportunity to wonder…
In a human body, many organs form a pair. If one organ fails, then another takes on a double load, ensuring the life activity. It is also true for companies.
For example, you may hire two QAs instead of the one you need. Thus, you will keep your back covered against any risks. If one QA gets sick or even resigns, your company will have one QA left and will be able to keep coping with all tasks.
Regeneration of a company when an employee leaves is a very interesting period because at this time amazing changes can happen that can make your company even stronger.
In this period it is vital to activate your reserves while focusing on the search for a new specialist. It should be noted that this specialist should have neither inferior nor equal skills than his predecessor – he should have better skills!
Why is it so important? During force majeure, your company’s immunity is weak, and a better qualified specialist will ensure a faster recovery of your company and will bring it to a new level of development. Thus, your company will not just get up to speed, but will surpass itself!
In our view, this is one of the best strategies in a crisis situation, when the regeneration passes quickly and painlessly, but we should mention one more variant.
We are talking about a remote team of professionals.
In the event of force majeure, it should be remembered that the reserves of your employees are limited, and they spend much more energy to solve new tasks heaped on them.
Every employee has his own tasks to focus on, and it takes time to switch to a new type of work, grasp the heart of a problem, resolve all issues within the deadline, and more importantly, to implement it all to the highest level. As practice shows, it is rather hard to do without compromising the productivity, especially on a tight schedule.
To speed up the company’s regeneration without excessive energy loss of your employees, you can delegate some tasks to professionals from a remote team, this will allow you to reduce the burden placed on your own specialists and restore their strength.
During force majeure, the IT company can be regenerated in various ways; keep in mind that it entirely depends on you to choose which way suits you the most.
In conclusion, we would like to draw your attention to the phenomenon of atypical company regeneration.
This type of regeneration occurs if a company’s organism has some failures. In this situation, the structure of the company’s organism differs significantly from the original one:
Atypical company regeneration results from ill-conceived crisis management and is not an optimal solution to the problem.
It is important to organize the process in such a way that the atypical company regeneration won’t be repeated in the near future. It should be noted that a short-term solution to a problem does not guarantee its elimination in the long run; therefore, it is necessary to thoroughly study the source of the problem.
How to avoid the atypical company regeneration:
To sum it up, we would like to quote Richard Branson:
“If every day you take a small step to solve the problem while seeing the whole picture, you move in the right direction and can avoid any misfortune”
If you still have any questions, please don’t hesitate to contact us and we will be happy to help you!
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