Having the need of a strong company culture is understood by all, but the steps to be taken is not obvious to all. Here are 10 easy, actionable step you can take today to improve company culture.
1. Embrace Transparency
Not just for employees, a transparent company culture impacts the entire organisation and the people it serves. “It's giving employees unfiltered insight into a company's operations and future. It's giving employees a voice. And most of all, it's trust.” says Sabrina Son of TINYPulse.
Trust is truly the foundation of a great company culture.
Implement modern communication tools. A major barrier to transparency can be the outdated communication tools you are using. Having an easy and efficient way to connect with one another and share crucial information in your team, is imperative.
Openly share success of the organisation, its teams and individuals with everyone. Hearing positive results of their hard work is a major motivation booster.
Another way is to share the challenges your company is facing. This opens the possibility of your team offering brilliant solutions, which you may have never considered. You did hire the best and the smartest people in the room for a reason, right?
2. Recognize & Reward Valuable Contributions
It is proven that a recognition rich culture also tends to have a dramatically low turnover rates. To get started, identify the specific behaviors and results aligned with your company’s goals. These behaviors should then be recognized as frequently as you can.
Employee recognition doesn’t always have to come from the top. It is often more impactful, when it comes from all around – from leaders, from peers and from everyone. Among all, peer recognition most dramatically reduces the managerial overhead to make sure everyone is being recognized. Organically, it is also a great way to build stronger relationships between co-workers.
3. Cultivate Strong Co-Worker Relationships
At work, employee engagement is driven by strong relationships among co-workers and it doesn’t happen automatically. Time and efforts must be dedicated to it. Schedule time to develop interpersonal skills, show your appreciation and be positive.
Employees should not scatter the moment their leader approaches the water cooler. Doing the exact opposite and creating space that encourages ‘collisions’ (chance encounters and unplanned interactions) would indeed be beneficial.
Think about both, physical and cultural environments in your organisation. Is it conducive to building strong relationships? If not, make the shift and engineer spaces and situations that promote co-worker interaction.
4. Embrace & Inspire Employee Autonomy
No one likes it - Micromanagement at work is ineffective, inefficient and does little to inspire trust in your company. Let go the idea that work should happen in a certain way and at a certain time and trust your employees to manage their responsibilities effectively.
There are few ways that can inspire employee autonomy like allowing employees to exercise choice, letting go 8-hour work day concept, establishing autonomous work teams, creating decision making opportunities, and keeping check on bosses who tend to bully or hover others.
As your team will take on and own initiatives, having embraced your team’s autonomy will be proved worth it. The shift is from them being held accountable to them embracing the accountability.
5. Practice Flexibility
Providing an employee with flexibility has been proved to be the biggest driver of retention. It improves morale and reduces turnover.
Flexibility could mean many things at workplace, from a parent stepping out for a few hours to watch a school play, to work from home opportunities, or an employee taking a much-needed time off.
6. Communicate Purpose & Passion
Do your employees their work as a mean to make an impact? Are they passionate about the work they do? If yes, you have filled your team with purpose-driven employees, as they find their work meaningful and rich in purpose.
In fact, there are no ‘purpose professions’ and it is possible to find purpose in any type of work. Purpose in indeed derived from relationships, sense of impact and sense of personal growth. Hence, the better we understand our team’s goals & aspirations, the better you can help them see purpose in their work.
7. Promote a Team Atmosphere
It’s time for you to think of your employees and co-workers not as simply some people you work with, but as integral members of your team. A unified team with individual goals, all moving towards one direction can create enormous difference in results of your work.
"The difference between being a team and just a bunch of individuals is that the individuals see themselves as separate from each other. Helping others is forced because you normally operate on your own projects, or your own part in a larger project. Teams work together on all work-related projects and help where necessary. It doesn't matter who gets credit for what because you accomplish everything together. You're knit together, not separated." says Zach Bulygo.
8. Give & Solicit Regular Feedback
Employee feedback is a precious commodity; however, the truth is that your employees don’t get enough feedbacks. As for annual performance reviews, it does not come close to proving your employees the tools they need to improve and grow.
Across all company sizes, giving helpful and timely feedback is a benefit to everyone. For instance, if you promptly reward good behaviours and results, doing more of the same will be encouraged instantly.
If an employee is unable to meet management’s expectations, this crucial feedback should not wait for the year end and come as a surprise. Rather, it should be given when it is easy for them to make a correction.
The best managers and leaders are listeners and facilitators
9. Stay True to Your Core Value
Real core value is not just the bullet points covered on the company’s ‘about us’ page; they are rather the guiding light and inseparable principals at the heart of the organisation.
"Your values determine what is important and meaningful to you. They align with your purpose, and speak loudly and passionately to others — and to yourself — about who you are and what you're called to do in this world." says Lolly Daskal.
To make your culture stick, you need to develop genuine core values and stay true to them .
10. Give Enough Efforts to Culture Building
Your company culture has the highest impact on you organisation than all other things put together and it takes time and energy to build. To make it resonate with everyone in the organisation, the culture should be aligned to your mission and values.
Building a company culture is the most rewarding tasks you can take on. A great culture attracts the best workers, increases retention, improves performance and lowers cost, just to name a few.
About THE BLUE INGREDIENT COMPANY
We are a team of experts in Food Technology, Business Management and Workforce Planning, with the passion to achieve results for our clients. We connect global expertise of food ingredient manufacturers with the best practices of food manufacturers. We offer various consultancy services to our client namely the management, strategic, new product development, marketing research, sales and business development, human resource planning and many more. For enquiries, please write to firstname.lastname@example.org