3 Keys to Building a Culture for Success

May 25, 2016 by  

The internal architecture of an organization is established and maintained by the leadership. They set the tone, and should exemplify the culture with their behavior and their attitudes.  If they “walk the walk” and not just “talk the talk” there is a far better chance that everyone will get on board with the program.

Successful, long lasting business do not happen overnight and require a consistent, committed leadership to light the way.

What does that mean?

It means that a culture for success requires a number of key issues to be incorporated into it in order to engage, challenge, encourage and support the employees.

How is that done?

  1. Providing ample autonomy to the employees so that they understand the roles and responsibilities of their position, but are also given the power to “run with the ball” when actually accomplishing their work. Yes, there are going to be parameters and time lines for any project, however there should be no need to micromanage every aspect of the project if the leadership has clearly articulated those requirements and trusts that the team assigned has the skills to accomplish the job. When one is empowered to do their work as they see fit, they feel supported and appreciated. If their accomplishments are acknowledged and they know just how they fit into the big picture of the organization it provides them with direction and can offer them enough challenge to keep them engaged.

 

 2. When employees are offered the opportunity to improve or update the skills they have as well as to increase or add new skills they feel valued. They also  realize that by expanding their abilities, new opportunities could open up for them and this demonstrates the company’s interest in seeing them be successful because they are making an investment in the employees. So whether they bring in experts for in-house training programs or send employees to teaching institutions for these upgrades, the results are going to be positive for everyone.

 

   3. When employees feel appreciated because their contributions have been acknowledged, supported because training has been offered, and encouraged because they have been given a good measure of autonomy in their jobs, they develop inner purpose and drive. Which means that they become self-starters who likely become more efficient, productive, and creative…..all of great benefit to their team and themselves. In addition, when employees are engaged and challenged, they are likely also happy. Happiness changes brain chemistry, improving function, which ultimately means fewer mistakes and an enhanced immune system. It also means higher performance, more efficiency and productivity. Finally, it usually means less sick time and less turnover…..all of which is positive for the company because those issues are very expensive.

 

Creating a culture for a successful, long lasting company does not require “rocket science”.   Instead, it takes commitment on the part of the leadership to establish a respectful, encouraging, supportive workplace.

Employees appreciate an organization that has developed an environment that fosters the approaches described above: autonomy toward the completion of their tasks, mastery of their current skills, as well as opportunities to expand of their skills, and acknowledgement of their contributions.  All of these elements will help to develop an inner purpose and motivation for innovation and good customer service due loyalty and happiness levels which will likely develop toward the employer.

Unfortunately, many companies seem to make money in spite of themselves rather than because of themselves, because the leadership has not developed and maintained a good culture in their organization. Even when you have good products or a unique niche, you have to realize that your most valuable and important asset is your people. Leaders must show appreciation, and support, as well as offer training and advancement opportunities to their employees that will help them to reach their true and full potential.  Financial success will be realized when you have happy, engaged, productive employees!

When this is the culture everyone wins!!!

9 Tips for Creating a Happy & Healthy Culture

March 18, 2016 by  

In a small organization or a start-up firm, everyone is happy to work together because they know each other well. Everyone loves being involved in the work and that excitement leads the company to success.
But as your company grows, there are a lot of things to consider while still creating a happy, healthy workplace. You need to be more interested in retaining those employees who care about your company’s growth because turnover is very costly.

Here are nine tips for creating a happy and healthy culture:

1. Results Matter
Focus on the output that your employees give you. Spending more time at work does not necessarily increase productivity, especially today when many tasks can even be done remotely. Rather than focusing on the actual time they have spent to complete a task, consider the efficiency expended to get the maximum ROI. After all, results are the key, as long as the expected time lines are met.

2. Give Autonomy to Your Employees
Autonomy plays an essential role in achieving workplace happiness and trust. Companies who provide flexibility and freedom for employees to work “their way”, creates trust, respect and rapport which all lead to quality work as we’ll as improved productivity, efficiency and innovation.
If an employee asks to design a creative marketing campaign for your company, and you have given them the freedom to “run with the ball”…. their confidence and self-esteem will soar!

3. Delete Distracting, Unnecessary Processes
Unnecessary, poorly run meetings, in effective, unclear communication, and pointless emails can be very frustrating for employees. These processes become distractions from work and interfere with their ability to concentrate and be productive.
Try to eliminate such redundant which just seem like time wasters.

4. Engage your Team
Employee engagement is key to achieving and maintaining a high happiness factor in every aspect of an organization. You can accomplish this by involving them, at various levels, in the decision-making process. It is also important to establish open, honest lines of communication so that employees feel they can come to you directly to discuss any problems, and you will listen and act on a feasible solution.

5. Honesty
Be transparently honest and so that your employees know exactly “for whom” they are working and “why”. Help them to understand how they fit into the big picture and how much their contributions are valued. Many large organizations have failed because they are not authentic, supportive, and encouraging to their employees. Employees are happier in a workplace when they are clearly aware of the company’s core values, aims, and goals.

6. Advancement Opportunities
Everyone wants to grow and move ahead, as well as improve their industry position through the quality of work they are able to provide. Therefore it is important for a company to provide those growth opportunities through skills training to improve current skills as well as being able to gain new ones. If an employee feels that there is no room to grow, and their position will never change, then they will likely disengage out of boredom or even leave.

7. Work/Life Balance
Personal problems can have a big impact on whether your employees are happy at work. It is better to provide flexibility in the workplace, so that employees can balance their work & personal lives.
If an employee is suffering from personal problems, this will quite definitely affect their work. He or she could have difficulty concentrating on any given task. So, helping them to overcome the issue benefits everyone.

8. Offer Incentives
Naturally, employees want to get noticed and earn rewards when tasks are completed successfully and in a timely fashion. It is important that every employee be acknowledged for the work they do. Rewards and recognition can have a powerful effect on an employee’s motivation and efforts. They do not even have to big items, sometimes a simple verbal acknowledgement will suffice…..it shows you noticed their efforts! Surprise employees from time to time with a meal voucher to a nice restaurant or a weekend away for something especially well done. This sort of reward is more powerful than regular bonuses, etc.

9. Provide for Your Employees’ Health
It is important to take care of your employees’ health. If employees come to work sick, they can infect others and they will not likely be doing their best work either. If you offer sick leave and free health checkups, it will lead to less down time plus it demonstrates that you truly care about their well-being. Today, many companies offer yoga and meditation sessions, in-house gyms, or fitness memberships, and healthy snacks to ensure the wellness of the employees.

If you take care of your employees, they will develop purpose and motivation toward high achievement!

5 Tips for Creating a Team Building Culture

November 29, 2013 by  

Creating a team-building culture starts with individual, engaged employees. Engaged employees are happier at work, get more done, and routinely go above and beyond their job descriptions. They also encourage other employees to be more engaged and creative. Most importantly, these employees are proud to be a part of their companies and are likely to stay long-term. There is no one simple set of actions that will create increased engagement levels. You need to identify opportunities, simplify solutions, take action, and hold people accountable for following through with the policies you establish.

In order to create an atmosphere that fosters engagement:
Evaluate the employee: communicate with the employee to identify: What can be improved? What he or she needs? What can be adjusted? What should we start or stop doing?
Evaluate the leader: identify the leadership skills that are most effective for engaging employees. Seek feedback about each leader from his or her boss, peers and direct reports. Align the leader‘s behaviors and leadership skills to the expectations of the organization. Then, close leadership gaps through on the job performance, feedback and coaching.
Evaluate the team:  Each team member brings something unique to the team. It’s important for managers to understand the individual talents of each member and understand how those skill sets interact. Once interaction patterns are clear, it is easier to make adjustments to the current work environment. How the team works together directly affects the productivity of the company. With an overall understanding of where strengths and weaknesses vary, managers are now able to make appropriate adjustments in order to maximize efficiency and leverage the specific talents of each team member.
Create a culture that values engagement – A company’s culture is the unique personality of that company: core values, ethics, and rules that guide behavior. Communicating a clear vision of the future is crucial. Engaged employees require a work culture that is fundamentally stimulating, where they feel appreciated, respected and supported.
Teamwork is rewarded and recognized:  While individual achievements are great, collaborative ideas and practices are what create a team-building culture. Encourage team members to work together to come up with the very best ideas, and reward them when they do.

A company’s brand creates customer loyalty. When one enhances existing processes with the use of predicative performance patterns and job matching, and then empowers managers to use this data, those practices will accelerate performance and build employee brand loyalty. It is also important to remember that team building is not just an activity done once a month. It is something that needs to be a daily part of your organization’s culture.