The “OIC” Fever: Organizational Identity Crisis

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  • May 15, 2013

temperaturreOne of the main challenges of adolescents is that they are in a transition: they know they should leave where they used to be and move up to some higher calling, but they are not exactly sure what it is they want, and where exactly they are going. Their roles change abruptly and their behaviour is considered somewhat irrational by the normal society. And for many people, this continues into adulthood, or even throughout life. Never knowing who you truly are!


Is your organization also going through a period of Identity Crisis right now? Do you know who you truly are? Can the closest people to you say exactly what your business is, and especially why you are in business? Do people motion to you that the future ahead of you is bright or they just follow in relishing the moment?


Symptoms of the OIC Fever

When the OIC Fever is eating an organization, the following are the commonest symptoms.

1.    High Employee Disloyalty/Instability/Turnover

Do you find out your employees are wasting company resources, or are using them for their personal gains or business? Do staff members take business from clients and execute them on their own without reporting to the organization? Do you find there is hardly anyone around who has stayed for more than 5 years? Do you find the energy level (or morale) within the organization to be unusually low? Can you try to track what the staffs are saying behind your back? Is their performance consistent? Without loyal staffs, you can be sure that you are building your organization just for today? Organizations that have crossed the 100 years mark always have loyal, satisfied and dedicated staffs. Can you say this of your team?

2.    Lack of a Strategic Plan

Where exactly is this organization going? Can you stop one of your staff right now and ask them this question? Do they know your vision or mission? Do they know where you will be in the next 5, 10, 15 years from now? If they are not sure of your future, why then do you expect them to hang on when they can get better offers elsewhere? When they can see how their colleagues in the same industry have a more promising future? Do you consume the company’s profits or you harness them to expand the business? If the organization is not expanding, there is only one message you are passing across – you don’t have a future here!

3.    Poor Communication

How free are your staffs in talking to you or the management? Can you read their body language or tone of voice? Can you decode the main why behind the words they utter? How do they talk to or amongst themselves? Are they competing against or complementing one other? Are they free to offer feedbacks without fear of being reprimanded? Are their opinions ever taken? Do they really matter? Think about this: If you are in a place where your voice is counted as noise, would you want to stay? Every human wants to stay where they are celebrated, not tolerated.

4.    Lack of Employee Development Plan (EDP)

Can you boldly say that you have a system that ensures your employees are always getting better on their job? When last did you organize training for them or send them on one? Call the longest serving employee in your firm and ask to see if she has acquired any other skill or improved on the one with which she joined the organization. Now, if she has any, on whose bill? Hers or the organization’s? If you don’t have a plan to help your staffs get better, it means either you don’t have a plan to get better (as an organization) or you are not secure to retain them long enough.

5.    Lack of a Proper Compensation Plan

As employees stay longer in an organization, they expect their paycheck to also improve, usually in the proportion of the number of years they have stayed. When this is not the case, they begin to feel uncomfortable, and start to fight the management and poison the minds of newer staffs. You know they don’t really deserve any raise as such, but they would love to prove to you that they do. The next point sheds more light on this…

6.    Lack of Performance Management Plan

How can you have a performance management plan (PMP) when you don’t even have an EDP? The PMP is a document that contains the Critical Success Factors (CSF) for the organization, and sets Key Performance Indicators (KPI) against the CSF to measure the contributions of the staff to the achievement of corporate goals. With this in place, everyone knows where they stand or rank. You meet your targets, you get your rewards – pronto!

You deserve a better organization that would serve as a legacy for several generations. That has been the secret of organizations like Guinness, Johnson & Johnson, Rockefeller Foundation, Ford Motors, GM, The Catholic Church, etc.

At Soar Africa, we can make you the leader of your park! Contact us today: or call our hotlines – +2348064980357 or +2348096001659.


To your productivity!


Dele Ayo Bankole

For: Soar Africa Training Resources


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