Oldendorff Centenary Book - Flipbook - Page 104
OUR PEOPLE
The OLDENDORFF WAY summarises
our culture and our strategy...
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BOTTOM-UP MANAGEMENT
LIBERATES!
MISTAKES ARE NECESSARY
If we let our people do what they
do best, we will thrive. The secret is
to find obsessed perfectionists and
leave them alone. Seniors should
primarily ask questions rather
than give answers or direct orders.
We live and breathe bottom-up
management, where people are
empowered to make their own
decisions and assume “ownership”
of their business. When things
get ordered from the top, people
cannot develop or progress. It is
hugely motivating and satisfying
for any employee when her or his
own decisions have led to a striking
success or have prevented a loss.
Mistakes are human and sometimes
unavoidable. We give our people
second and third chances, where
other companies may not.
We delegate authority to the point
of abdication. Peter usually has the
following encouragement for the
members of our executive board:
“If I have to do a manager’s job,
I don’t need them.”
We look after and reward our own
staff, so most of our people stay
with us for a long time and have an
exceptional level of experience and
commitment. It’s all about trust
and respect.
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If we are wrong or made a mistake,
we should admit it instantly and
emphatically. There is no sugarcoating
a screw-up. But shit happens and the
key is to learn from it. Constant care
and a culture of open discussion will
help us avoid the next mistake.
This can be achieved by gathering
as much information as possible,
before making a decision. Our
company works by “pull technology”,
i.e. we expect our people to fetch
most information by their own
initiative and build the skills they
need. We have all the expertise
in-house. When you ask around,
you get help. There are no dumb
questions, just dumb answers.
If we get the important things right,
we can be generous with small
things. We don’t want to be “penny
wise, pound foolish”. What counts
is our overall bottom line.
