The underlying principle of New Work is intrinsic motivation. It's the underpinning concept behind Theory Y and what makes work energizing.
Naturally, a lot of the effort in New Work organizational design goes towards maximizing the contributing factors to intrinsic motivation: autonomy, mastery, purpose, and belonging.
But how do we balance the needs of both the company and its people? What if the company itself could speak? Here’s what it might say about balancing its needs with those of its employees:
Alignment and autonomy
"As the company, I want us all to be well-aligned so we can progress towards our shared purpose. I assume, you want that too and that is the reason why you joined in the first place."
"Each of you has different strengths and expertise. I want the minimum necessary people to be involved in decisions. Involving everyone on everything is way too expensive. When a decision is made, I want the rest of you to trust that the ones who made it did so in good faith and follow their choice - even if you might disagree."
Contribution and mastery
“I want you to grow in ways that excite you. But since I fund this growth, it should also add value to the business. Otherwise, it wouldn’t be fair to the others. Whether directly or indirectly, your personal development should help the business thrive. I know this isn’t always 100% predictable, so you will sometimes try something that won’t have the desired value-add. That’s OK. I know, that other times a bet will pay off in unexpected ways.”
"I want the most qualified person to work on the necessary tasks to achieve the overall best outcome. I know, there is a balance to be struck with distributing knowledge and providing growth opportunities."
Profit and purpose
"Our shared purpose is why I exist, but I also need to generate profit to sustain us. If I can’t provide your livelihoods, you can’t afford to invest your time and energy here. It’s a delicate balance. Making trade-offs here is really difficult sometimes. If we don't survive, we can’t pursue our purpose. Still, we must act ethically – the end doesn't justify the means."
Results and belonging
“I want to be a place where you feel like you can be fully yourself and be accepted and celebrated for who you are and what you contribute. You should never feel like you have to put on a mask and abandon yourself to fit in. At the same time, we are all coming together here for a reason - to work towards our shared purpose. You can always count on the support of your colleagues, but if you are in serious psychological or physical trouble, I need you to take care of this and heal outside the company as to not distract others. I understand if you need to take some time away for this.”
A simple experiment
Who in your company is currently speaking up for its needs? How do you incorporate both individual and company needs into decisions? This week, when making decisions, ask yourself: If the company had a voice, what would it say about this?
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