Legacy people

In the technology world we rapidly become familiar with the term legacy systems. This term is always accompanied by a grimace and a mental image of a world of expensive pain to move away from them. 


Sure, at the time they were implemented, they were the best, but now time and context has moved on...and often the business can't because we face the huge hurdle of moving from the legacy system. 


Speaking with a recruitment specialist today we discussed a term for the other oft-quoted problem for large organisations - legacy people. People who were once the best, the right person at the right time, but now are perceived as not quite what the company needs.


But what if we look at legacy and its positive meaning? 


A personal gift by Will. 


A body of persons sent on a mission. (the original 14c. meaning)


Just because someone is different from us, doesn't mean they don't have a gift or a mission to give to our team, our company. So often we look at older people at work as 'them', what if we feel that they are 'us'? 


What can we learn from their experience, relationships and advice? From their 'brand authenticity' that comes from 10 or 20 years of service? What happens if we have honest, adult conversations about how we can work together to build the business, acknowledging their background and situation and without fear? What awesomeness could we create? 

You? Do we have time for dialogue in an environment that is so pressured for rapid change, rapid profit. Is this kind of talking just not practical? Or have you had great experiences working with your whole staff, including the legacy ones?

Talking only buys you so long...

It's funny how eventually, employees talk. Eventually in companies with questionable behaviours and management styles people who joined because of the 'talk' find they don't like the walk. So they too walk.  And increasingly talk, through sites like Glassdoor.com and the interconnected work force via Linkedin and other social media. 


This has been brand mantra for some time, with authenticity being a overt ingredient of powerful brands for the last 10+ years. 


People manager and HR teams also intuitively know that authenticity dramatically affects teams and the the HR function.  


I wonder what would happen if we had a HR / Brand team mash-up? Rather than doing the standard brand touch-point mapping and prescribing recommendations to make people all sing along we instead allowed things to get...messy. And passionate. And bi-directional. 


I think both teams would benefit massively from some frank, creative and fun conversation about how we can make the whole organisation walk the talk. The pay-off? Gain and keep amazing people that will drive your business success.


Organisations are inherently imperfect but some great examples in the right direction include Zappo's, Carman's and Thoughtworks. 


You? How do you make your company walk the talk?


Image credit: Openpresswire

time to bring their own voice back into the fold?

I was talking about authenticity of a brand, of a company’s voice with some friends last night, discussing how today, anything less and you will be outed, barred and worst of all – a social media outcast at one sniff of inauthentic writer.

Which made us think aboutall those “newsletters” that companies put out – digitally or physical, most companies have one in belief that this is what keeps them in contact with their customers. Yet, in reality, most of the time these are outsourced to a PR company or similar. If someone isn’t in your business, and has no contact with your customers…how is this an authentic voice? (I realise there may be fantastic exceptions) In a quick straw poll we realised that we all ignore these publications as having no meaningful content. We are certainly not engaged with them or as a consequence the brand.

Parallel to this is the increasing need for companies to participate in dialogue with their customers, often facilitated through blogs, active forums, facebook and twitter accounts. To do this well organisations need to be generating and using a lot more, current, content.

So the logical next question is – will companies start to bring their own voice back into their fold? Will they bring in their newsletters, wesbites and magazines not only to speak with a more authentic voice, but because it is a far more efficient use of resources?

This will vary with organisational type and their customer profiles, for example – a utility may still most effectively use an insert with a bill (for now), but what about a high-end investment firm?

I am looking forward to seeing what happens as more companies find their own voice again – and in doing so, start a real conversation with their customers.

(13 May, 2009)