1. Think in Terms of ‘We,’ Not ‘Me’
It’s not about bring-your-dog-to-work day. It’s not about great benefits. It’s not about your manager, the training you’ve received, or even your work/life balance. These are what we call the “me” factors. And while the what’s-in-it-for-me bucket is important and necessary, it’s simply not enough to create a top workplace.
Healthy organizations know it’s the “we” that matters most. We’re talking about alignment, execution, and connection. In other words, the “we” is about cultivating an environment in which employees know where the organization is headed and how it will get there. We’re talking about a strong belief that everyone is in it together.
Combined, these are the “we” factors, and they’re at the heart of organizational health.
— Doug Claffey, WorkplaceDynamics
2. Make an Effort to Attract Diverse Talent
Diversity leads to an expanded culture and new ideas. A homogeneous bunch isn’t as innovative and isn’t as inclusive. Inclusivity is essential for effective brainstorming and new perspectives. Make your environment comfortable and appealing to people of color, women, and others outside the twenty-something singles that many startups seek to attract.
— Leeyen Rogers, JotForm
3. Be Open to Change
Despite your best intentions to solidify and steadfastly adhere to a company culture, you should prepare for the fact that you probably won’t get it right the first time. Define the culture, certainly – but be transparent early and often about the fact that your company culture is dynamic and evolutionary. Leaders must be able to drive cultural shifts to fit changing times or changing marketplaces without employees feeling that they’ve fallen victim to a bait-and-switch. Stay in regular communication with your team about the challenges the business faces and the incremental adjustments that may be needed to best meet them.
In my early years, I tried to work out all the answers behind closed doors, shielding the broader team until I felt I had the answers that everyone would be happy with – only to be caught off guard by blank stares and disengagement.
Allowing your employees to help shape your culture over time is a winning formula. You’ll be pleasantly surprised. If your employees understand the situation and feel they they are part of the conversation, they are far more likely to show empathy with leadership and contribute positively. They will feel invested and function with a sense of ownership. This has been our practice for many years now, and our team has never been better.
– Stephan Roussan, ICVM Group
If you would like learn more about how you can create a powerful Culture in your business, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.