Today’s post is submitted by Joyce Maroney, Executive Director of the Workforce Institute.
I’ve had the great privilege of working for Kronos for over 12 years. During that time, I’ve had lots of opportunities to lead new programs, launch new systems, and most importantly, to work with a lot of great people. And I’m not alone at Kronos in feeling that working here is uniquely great. People outside of Kronos ask me all the time “Is working at Kronos really as good as all the PR suggests?”.
The answer is a resounding yes, but I always go on to explain that this great culture and the decades long tenures of many employees here didn’t happen by accident. The leadership team at Kronos, led for thirteen plus years now by Aron Ain, has treated culture as a strategic advantage and invested in it accordingly. Kronos employee engagement metrics are best in class and have led to many great place to work awards across the globe. The most recent of these was the annual Glassdoor list, based on unsolicited employee reviews on their platform. Of 45 million employee reviews, salaries, and insights about 830,000 companies worldwide, Kronos ranked #44 overall and a top employer in the software industry on Glassdoor’s annual listing of the Top 100 Best Places to Work in the U.S.
When our 2018 fiscal year ended in October, we announced
Kronos had just closed the best quarter in the best year of the company’s 41-year history with $1.4 billion in revenue. Employee engagement isn’t the only reason that Kronos is successful, but it is a major driver according to Aron. In fact, he feels so strongly about this that he wrote a book, Work Inspired, that was published in October. In the book, he lays out fourteen principles that guide his management philosophy.
Last week, I sat down with Aron to discuss Work Inspired and how he developed his management principles over time. In this podcast, we discuss:
- What it means to be “Kibitzer in Chief”
- Why it’s important to be an “Un-Leader”
- What he thinks a new manager should focus on first – and lessons he wishes he’d learned earlier as a people manager
- Why it’s important to not only train leaders in management skills, but to measure those skills and hold managers accountable for exhibiting those skills
- Why all organizations should be focused on building the culture they need to be successful
Aron has a lot of interesting and even provocative views about how to lead an organization of people who’ll be inspired to come to work every day. Please listen to our conversation below to hear from the man himself.