When the culture is strong, you can trust everyone to do the right thing. People can be independent and autonomous. They can be entrepreneurial. And if we have a company that is entrepreneurial in spirit, we will be able to grow and be successful together. The success of the team is more important than individual achievement.
Team of excellence
At New Nordic we try to attract and retain the best and most talented people and develop their personalities and skills. We strive to obtain an informal, professional and fast acting international working environment. Personnel at all levels learn to take responsibility for being leaders, and they commit to conducting business with the highest integrity. Leadership means the ability to take and execute decisions, being able to motivate others, to plan for success and being able to improvise when the environment change. Leadership also extends to being a leader in caring and showing respect for nature and the communities where our employees live and work and where the we sells our products.
The “flat” team
At New Nordic we are convinced that small, autonomous teams produce the best work because these clusters give our employees a sense of ownership, simultaneously demanding accountability from everyone involved. These teams rely on all contributing members and are able to quickly identify and acknowledge when any member needs help. A responsive teamwork model cuts back on standing meetings and cluttered email threads. Within this team structure, everyone is equal and everyone is seen as a valued contributor to the evolution of the company’s core vision. We encourage a flat management structure that empowers all employees, regardless of their level, fosters a motivated group of employees that are personally dedicated to the company’s mission.
2. Small tasks
Big projects are overrated. They are almost always less flexible than conceived, misinterpreted by others, and difficult to manage. To micromanage them is a guaranteed path to mistrust or contempt.
At New Nordic we focus on small, actionable tasks that align with a specific goal rather than big sweeping assignments. This approach is a surefire way to solicit feedback or additional ideas–it’s all about iteraction. Most importantly, this empowers New Nordic employees to contribute to the process without fear of overstepping boundaries.
We make every win – new business, new product listing, new market etc – a cause for celebration. In our flat organisation, good news travels fast and, typically, it’s the result of hard work from a lot of different people. It’s much easier to feel connected and valued when you’re consistently recognised for your effort – no matter how big or small. Many New Nordic employees has been with us since early days and has offered a lot of support and positivity over the years. Dedication cannot go unnoticed or under-appreciated.
4. Results and relationshipos
At New Nordic there is shared responsibility for the achievement of goals, and our organisations are highly transparent about the status of these goals. One of the greatest strengths of the Scandinavian model is a marked knowledge sharing which delivers clear advantages in an innovation-driven economy. For example, it is not unusual for a CEO to show everyone the cash flow and total MRR generated on a quarterly basis. Transparency creates a trusting environment that fosters true collaboration toward the company’s ultimate goals. We don’t keep knowledge to ourselves – knowledge is power. We trust each other–trust is the basis for sharing with others.”
5. Learn from mistakes
Flat management encourages employees to be themselves at work. Wherever you land on the spectrum, and there is plenty of debate, there are some inherent benefits of creating an environment where employees are willing to openly try, fail, and learn from their mistakes. In addition to giving employees more autonomy to make decisions and lead projects, New Nordic take an interest in supporting personal and professional pursuits.