Let me start with this.  

“The human being is the engine; the company is the trajectory. Without movement, no destination will be reached.”  

What would you say? What would you think?  

Personally, I couldn’t think of a better analogy. I’ve been a business owner; I’ve been an employee. I’ve seen both sides of the coin. Finesse, inconsistency, benevolence, greed, sharing, condescension. The list goes on and on. Humans are capable of both: the best and the worst, whether in their personal or professional lives.  

Of course, I’ll be focusing on the professional side, which will affect the individual in every sphere of his or her life. Which will affect his personal life… A nice circle, isn’t it?   

Every part of the engine must be in good condition to get the vehicle to its destination. From point A to point B. Investing in human capital therefore becomes a powerful incentive to reach the desired trajectory: growth and success.  

I don’t particularly like the mechanical side of my example, although it does demonstrate the importance of a well-rounded workforce. The components involved are much more organic in their evolution. The fact remains that the company must also flourish, while growing at the same pace as its members. An inseparable dyad.   

I think you understand this concept precisely. It’s been proven. It’s a current concern. It’s an issue we’re already addressing. Are you already working on it? Yes. Is it a total success? Perhaps not. The extent of the work and the obstacles sometimes seem insurmountable. I understand the feeling of helplessness; the fireman’s approach to management, the feeling of chasing shadows, investing in last resort options… We don’t come out unscathed, and we’re rarely satisfied.  

It’s a common misconception that the individual and the organization are completely different, that they don’t face the same issues. Yes and no. The issues are the same, but they translate differently. Let’s look at a few examples.  

These are just three of the most common examples. The impacts are major for both parties. Dissatisfaction is felt at every level. Both internally and externally.   

How can we reconcile the needs of both in an equitable way?

We need to think about joint and primary needs. What do they both need?  

• Overall well-being  
• Growth  
• Communication  
• Cooperation and recognition  
• Conflict avoidance  
• Common path and mission 

Again, there are more elements, I will give you that. However, I’d like to highlight our topic: how do we reconcile the two? Let’s dive into another analogy of mine, where we’ll look at how to facilitate this reconciliation, by looking at their similarities in parallel to help us to compare.   

Fertile ground, where growth is possible.   

To explain the essence of this, let’s take the example of a fruit tree.  Strange, you might say. “You don’t compare apples with oranges.” Well, that’s exactly what we’re going to do. We’re going to compare the exact same path taken by the apple and the orange, i.e., the human being and the company. The first point will represent the individual and the second the company.  

It all starts the same way.  

Choosing the seed we want to grow.  

• Am I the right person for the job, and can I grow and thrive in it? 
• Are the direction, mission and objectives realistic enough to realize the vision? 

Choosing the right time and place to sow. 

• Is this the right time to start this job, and is this the right environment for me according to my goals?  
• Is there a need for the company’s offer (product or service) in a specific sector, where demand is strong and full of opportunities?  

Have the right tools.  

• Do I have the knowledge, talents and motivation to succeed?  
• Are the resources needed to set up the business available (location, strategies, manpower, processes, machinery, technology, telecommunications, etc.)?  

Maintain the needs necessary for growth.  

• Do I have the coaching, training, support, feedback and sense of belonging I need to bloom?  
• Are there continuous improvements in the company’s essential levers: finances, operations, manpower, strategies, innovations, technologies, etc.?   

Naturally, in these favorable conditions, the tree (apple or orange) will flourish according to the rhythm of its growth cycles and the attention given to its overall health. Every element that contributes to the satisfaction of both parties must not be neglected. Neglecting any one of these components will have a direct effect. A symbiosis whose importance is too often overlooked. 

The tree will bear fruit when it is well established throughout its growth and will bear more fruit over time if the dedication to it does not diminish. The company’s dedication to its people and the people’s dedication to the company. It takes a desire for collaboration, active participation and a desire to achieve a common goal to reconcile the needs and fulfillment of both entities.   

“When the needs of each are met, the success of one becomes the success of the other.”  

Their needs will change over time, and interventions will have to be continually adapted to see this small seed grow into a majestic tree, generous with the fruits it will offer in exchange for mutual and continuous good care. Employees will offer their talents, their dedication, their creativity and their productivity if the company hears and participates in creating a secure and transparent environment that offers them opportunities. For its part, the company will grow, hire more, make more profits, offer better working conditions, better product or service quality, if all its people give their maximum in their respective roles. Let’s give and take.  

Have you ever noticed that a disease strikes a tree more often at its branches than at its roots?   

A company really does function just like a tree (funny, no?): when illnesses appear, they often affect the branches first, just as problems in a company first manifest themselves through visible signs in teams and processes directly. 

• Sick branches = Teams in difficulty: A weakened tree shows dry or brittle branches, just as a company under stress sees its employees demotivated or in high turnover.  
• Yellowed foliage = Declining performance: Foliage that loses its vitality reflects a lack of resources or poor sap circulation, just as a company suffers from a lack of innovation or efficiency.  
• Infection progressing = Problem unresolved: If the disease isn’t treated in time, it reaches the trunk and roots, threatening the tree’s survival – just like tensions which, if they take hold, destabilize the whole company.  

These indicates an underlying problem due to a lack of vigilance. Does effort become less important over time? Do we become less preoccupied and motivated once we’ve reached a certain level of comfort? Are we less aware of the need to reconcile the needs of all parties involved?  

Taking a step back and reflecting on the involvement of each component making up the whole is essential.   

If the implementation of this mentality is well orchestrated, done in a precise order with the intention to succeed through the changes, it will go smoothly…   

And you’ll have a beautiful harvest of healthy, tasty fruits.