The meritocratic model management offers a democratic possibility of growth for all employees, regardless of their age, gender or experience. This is an increasingly common reality in Brazilian companies, precisely because it presents extremely satisfactory results.
But how can you implement this model efficiently? Check out this article for some valuable tips that will certainly help you in this mission!
First step: crystal-clear communication
Think of the company as a cog in the wheel. When the parts are in the right place, doing their job perfectly, everything works. All it takes is for one of them to shift a little to shake up the whole system. That's why the first step in implementing meritocratic model must be to raise internal communication to a crystal-clear level.
This means that employees must have no doubts about their role in the company. They must also know how to carry out their tasks and why they are important in the overall context of the company. Whether it's through training, individual or group meetings, printed documents or even videos, it's essential to inform in order to charge!
Second step: setting goals
If the board doesn't know where the company is going, how will it know what to expect from its employees? Set general goals for the short, medium and long term. Set specific goals for the teams and, if possible, set goals for positions within the teams.
It is essential that these goals are properly documented and that they are truly understood by everyone. They should be part of everyday life, not as a pressure cooker about to explode, but as a challenge to be overcome individually or collectively - depending on the goal, of course.
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Step three: individual evaluation parameters
The meritocratic model is incentive-based. Define individual evaluation parameters so that you can judge individuals from the same premise. This guarantees democracy in the corporate environment and allows everyone to have the same chance to grow.
These parameters may vary between the different areas of a company - since the goals and objectives also vary - but it is essential that they are very clear to all employees.
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Step four: completely eradicate preconceptions
Preconceptions and meritocracy are antagonistic concepts. The only people responsible for evaluating an employee should be the results they generate. So eradicate any preconceptions you have for the good of your business! Remember that Mark Zuckerberg created Facebook at the age of 20, Marie Curi won two Nobel prizes, one in physics and the other in chemistry, and Barack Houssen Obama is the current president of the world's greatest power!
Fifth step: listening is an art!
Finally, we come to one of the most valuable tips in this article. What we think at first is not always the best solution to a particular problem. So give your company's employees a voice. As well as being an extremely democratic attitude - which contributes positively to the organizational climate - really listening to your employees can mean significant gains for your business.
But pay attention: listening isn't just about putting a suggestion box at the reception desk. You have to encourage participation, accept good ideas when they arise and explain contrary decisions when necessary. It's a dialog where everyone has a voice. A good leader makes decisions and explains them. A boss just tells you what to do. Be a leader!
Do you have any more tips on how to correctly implement a meritocratic model in a company? Share it with us in the comments!
