As a leader, you routinely monitor a multitude of aspects of your business: your finances, your performance, your social media presence. When is the last time you took a pulse on how your company culture was doing? Many top business leaders don’t do this, and it is time to change that notion.
Your company culture reflects the state of your business.
Do you have a rotating door? Is your turnover through the roof? Is productivity down? Does your team seem to lack the motivation they once had? All of these could be symptoms of a large company culture issue, but are often played off as isolated instances.
Don’t think your company has a culture issue? Check our adaption below of Liz Ryan’s “Ten Signs Your Company Has a Culture Problem”, published in 2016 and still just as relevant today.
- You allow zero room for creativity, out of the box thinking, and time for innovation. All direction comes from the top down as well as when and why you must do the task.
- You have strict guidelines for pretty much everything. Your employees are terrified do to something without checking the handbook.
- You have high turnover and don’t talk about it. Even worse - sweep it under the rug.
- You don’t have an HR department, HR isn’t readily available, or you have an HR department that is strictly there just to talk about benefits, policies, and reprimands.
- Your managers bark orders at your employees, day-in and day-out.
- You care about the small violations, but don’t celebrate small wins.
- You pit your employees against each other and themselves, over and over. You only focus on what they are doing wrong and not at all about what they’re doing right.
- The training policy and procedures of managers hasn’t been updated for 20 years.
- Your company has a plan and strategy for about everything except an overarching mission and values to hold firm to.
- You have no interest in your employee’s personal lives and outside problems.
Where do you go from here?
You and your team need to sit down and develop a strategy. No, not just another business strategy, but a true “people strategy.” Ask your employees how they feel. Take inventory on where your company culture sits right now and then start building your new approach.
You will need several things to make your people strategy successful:
- Defined goals and company values
- Clear communication
- A rewards and recognition program
- Team building opportunities
- Scheduled innovative and creative time
These are just some of the things you will need to define to develop a successful strategy, which Energy 2 Engage can help you with! We are here to help you tackle your biggest challenges and get your people and company culture back on track.