In modern business, remarkable changes are taking place within companies. More and more organisations are moving away from traditional methods of distrusting and controlling employees and instead embracing a culture of trust. This emerging paradigm recognises the value of trust as a catalyst for growth, innovation and employee engagement.
Culture of trust
Historically, companies were often characterised by a culture of mistrust, with managers and executives making the decisions and employees having to seek approval for many things. This led not only to inefficiency but also to a sense of unease, reduced motivation and lack of employee engagement.
Fortunately, more and more organisations are realising that this old-fashioned model is no longer effective in a rapidly changing and competitive world.
Building a culture of trust starts with adopting a positive attitude towards employees. It means believing in their capabilities, autonomy and responsibilities.
Employees responsible for purchasing and inventory management
A good example of trust sharing is companies switching to systems where employees have the responsibility to order their own supplies (person-specific items). This system of “self-ordering” offers several advantages over the traditional approach with a purchasing department.
Increasing efficiency
One of the main benefits of systems in which employees order their own PGAs is increased efficiency. When employees are responsible for ordering company items themselves, they can respond directly to their specific needs. They have the freedom to select the right quantities and specifications, eliminating the delays or miscommunications often associated with intermediaries such as the purchasing department. This speeds up the ordering process and reduces waiting time, allowing employees to get on with their work faster.
Sense of autonomy
Another benefit is that employees experience a sense of autonomy and responsibility. By making their own decisions on the person-specific items needed, they feel more involved in the process and feel that their voice is heard. This increases their sense of ownership and pride in their work, which in turn can increase motivation and productivity. Employees have the freedom to choose their own preferred suppliers and can be more responsive to their individual needs.
Cost reductions
In addition, the system where employees place their own orders can contribute to cost savings for the company. When employees have the responsibility to order company items themselves, it can lead to better stock management. They have direct insight into their own needs and can avoid unnecessary purchases. This prevents waste and unnecessary costs.
Moreover, direct contact with suppliers may allow employees to negotiate better prices and discounts, resulting in savings for the company.
Better communication and cooperation
Employee purchasing systems can also lead to improved communication and cooperation within the company. Employees have direct contact with suppliers and can ask questions or discuss problems without the intervention of a procurement department. This promotes efficient and transparent communication, allowing any issues to be resolved more quickly. Moreover, sharing feedback and experiences regarding different suppliers between employees can help in selecting “the best suppliers”.
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