Winner of the Excellence in the Management of People award for 2018, category for emerging enterprises
Our adjudicator Dr Mthandazo Ncube shares with us their experience of Passion4Performance.
Free to make mistakes and accountable for fixing them
On a good day, the only person you can control is yourself, so attempting to control anyone else is futile. Rather let people manage themselves, have the freedom to make mistakes and be held accountable for their actions and decisions.
This is the essence of people management at online learning assessment company Passion4Performance – and while it might sound simple, it’s anything but.
“Our culture limits us in terms of who can work for us. It’s really difficult to find people who can work this way. At school and in their studies, people are not taught to think. Then they come here and have this freedom, and it’s very uncomfortable,” says Darryn Van Den Berg, founder and Visionary MD of Passion4Performance.
The uncomfortable part is that there are only two golden rules for the company’s employees. “First, you must be able to ask if you don’t know. Second, you must know if you are about to drop a ball,” says Darryn. “Our culture is that if you drop the ball, you have to pick it up.”
In other words, it’s all about consequences and accountability. “We have lots of conversations about our culture and we tend to dive into the consequences, and this is causing the uncomfortable conversations to become closer to the norm.”
Darryn recalls the time he and a young developer went to pitch for a large contract from a prospective client. “This youngster saw me as the boss and he would never say “no” if I asked him to complete a task. He said he could do the job we were pitching for and we took the risk that he could. On the pitch day, we took him with the potential client but the work was not completed and the pitch fell apart. Holding him accountable in front of the client to fix the challenges – as we were experiencing them.”
After the experience of having to explain his misjudgement to the client, this particular employee was no longer a people pleaser. “Immediately, he started saying no,” says Darryn. “Micromanaging is easy but I’m a firm believer that people must manage themselves. As far as possible, we try to create an environment where people set their own goals and targets and make their own decisions. We like people to be free from fear to make mistakes, ask for help and pick up the balls they drop.”