Creating the right culture and environment in your organisation is vital to its development and success.
The quality of your organisation’s culture has a huge impact on your employees happiness within their role and on the performance of your business.
Many managers and team leaders operate in the belief; “I don’t need my employees to be happy, I just need them to be good at their job”.
However, studies have proven that the happier your staff are, the greater your organisational success.
When you hear of a business that struggles to retain its staff, what is the first thing you think of?
There is a natural feeling of trust that develops when a business is able to retain it’s employees, and help nurture and promote from within. It provides a positive representation of how the right culture can help build an organisational family who work in together for the same outcome.
When talented employees are seeking a new company to work for, the culture will often be the deciding factor when making the decision whether to join an organisation. If they hear negative stories about a particular business then they won’t even consider applying.
Your culture will be heavily influenced by your executives, managers and of course you.
Culture starts at the very top and feeds down through the organisation. Leaders of the organisation set the example for everyone else to follow. When leaders act differently and show others how to do so, to bring about positive results (and those results are acknowledged and celebrated), a new cultural reality will form and the business will thrive. Organisations with constructive cultures encourage employees to work to their full potential, resulting in high levels of motivation, satisfaction, teamwork, service quality, and sales growth.
Positive culture is not a given, it is an evolving lesson for all to master.
When you regularly reward and praise positive behavior and outcomes you create an association with that experience which creates culture.
Google is hitting the headlines at the moment for more negative reasons but one of the attributes of their continual successful development is their culture. They regard culture as one of the most important aspects of business; whether you’re a two person start-up or a 500 person strong organisation, if you don’t have the right culture and environment you will struggle to sustain growth.
Google States on their UK website: “We strive to maintain the open culture often associated with start-ups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions. In our weekly all-hands (“TGIF”) meetings – not to mention over email or in the cafe – Googlers ask questions directly to Larry, Sergey and other execs about any number of company issues. Our offices and cafes are designed to encourage interactions between Googlers within and across teams, and to spark conversation about work as well as play.”
Of course slides and bowling alleys are not conducive to every type of business or industry but when you’re working in a creative environment they help with the flow of ideas and help prevent stagnation, whilst also enabling better working relationships.
Many of us spend more time with our work colleagues than we do with our friends and family, so it’s important to ensure we’re working with and in an organisation we can really become a part of.
Watch this video which highlights how IKEA have carefully developed their culture to make them one of the most recognized brands in the world.
Culture is greatly related to people, their communication, interaction and behaviors. Attempting to change the culture requires your people to change previously learnt habits. Consistent, positive and effective change requires an overall understanding of the current culture, what changes are needed, training and organisational development work.
Poor culture can literally bring a company to its knees.
Once negative culture has taken hold it is very difficult to turn things around, so acknowledging there is an organisational issue and acting as early as possible is essential. This is why Outstand receives so many inquiries to help bring about positive changes in culture. Outstand works with organisations to assess their operating culture and design and implement a strategy for developing an effective workplace. We help create cultures where quality is valued over quantity, creativity is valued over conformity; and employees participate fully without taking over and to voice their perspective while continuing to collaborate.
You don’t have to spend millions on new premises; here are some tips for promoting a positive culture:
> Recognise team members for improving their job performance
> Encourage team cohesion and co-ordination
> Goals should be set jointly by managers and employees
> Use a variety of performance incentives, not just monetary (i.e. praise, recognition, responsibility, projects)
> Work with employees to identify ways to overcome performance deficiencies or mistakes
> Design jobs in such a way that team members are required to use a number of different skills
> Ensure opportunities for training and advancement are fair and equitable
> Implement good ideas offered by team members
> Encourage employees to be actively involved in improving the organisation and it’s productivity
> Celebrate outstanding work, promotions, and other achievements
> Communicate openly and transparently
> Provide team members with a real understanding of what the organisation stands for
To find out more about how you can improve your office culture and working environment contact Outstand to discuss the options available to you.