No Organization is Perfect
The longer I am in Human Resources (HR), the longer I realize, no organization is perfect. Different companies have different cultures, and there are always imperfections, issues, and opportunities for growth. What makes one organization more successful than the others if none of us are ideal?
There is no perfect recipe for a perfect culture, but here is a list of the top ten things to help combat dysfunctional cultures within your organization.
A Focus on Management - Good management should encourage initiatives and innovation. Paired with this, employees should feel that they can share new ideas or plans and implement them without direct oversight. Allowing employees to discuss their ideas with management creates an open, positive organization, where employees feel valued and recognized for their contributions. Also, employees can find new efficiency when they are allowed to take initiative on creating new processes. In that case, it may produce a sense of competition amongst other employees, allowing them to reach for opportunities.
Positive Influence - Having optimistic managers is essential for organizations. Most employees feel more content when they get along with their leaders or know that leadership values them. Receiving feedback for work, whether in praise or constructive criticism, allows the employee to improve and shows that management cares about the employee and their work. Taking time to share employees' successes and recognizing those who are taking initiative can further encourage others to join in too. In a time when budgets are tight, positive affirmations can go a long way.
Transparency - Transparency is key to building trust and engagement. Keeping an open dialogue with employees concerning progress, opportunities, and risks will help employees feel happier and provide them with more understanding of what the company stands for, is going through, and what might be on the horizon. If a company has financial issues, most employees would rather know their position isn't secure than to be surprised later. Employees tend to feel better when they can prepare in case of unfortunate events. Not only does transparency increase trust amongst employees, but it rolls over to their customer relationships and is an essential quality of many successful businesses.
Strategy - Management needs to have careful planning and resource allocation. If there isn't a successful management strategy, a strategic plan, or merely a direction, this could lead to a waste of financial, material, and human capital. Suppose management does not have a clear strategy or understanding of the business and potential successes or disappointments/setbacks. In that case, there could be a financial mishandling, which then could lead to financial strain and cutbacks. If the strategy and communication are transparent from the start of the year, the company will handle any setbacks and not lose resources. Remember, having a successful business is a team effort, ensuring everyone is moving in the same direction always helps achieve goals.
Performance Feedback – George Bernard Shaw once said, "The single biggest problem in communication is the illusion that it has taken place" and yet, leaders make assumptions daily about what their employees do and do not know about their performance. Clear, open, and ongoing feedback relating to one's performance is a key component to building a transparent culture built on trust. Often even the best leaders shy away from giving difficult feedback. The reality is that most employees would rather know where they stand even if they have a lot of work to do on their performance.
Investment in Your Human Capital –Investing in your employees on an ongoing basis can reap huge returns. Some organizations may shy away from growing their people for fear that they will take the knowledge and run. However, in most cases, employees end up staying in an organization longer when they know there is a genuine interest in their professional and personal development.
Balanced Work and Life – Employees are under more stress than they have ever been and are constantly seeking a way to mitigate this stress. Employers gain engagement when they build a culture that invests in helping their employees find balance. Setting reasonable expectations around work hours, even when working remotely can make employees feel valued. Non-traditional benefits give employees access to opportunities for balance. Some of these would include career coaches, employee assistance programs with access to mental health resources, gym memberships or allowances for physical activates (ski passes, running shoes, yoga equipment), or mediation time. Now is the ideal moment to speak with HR consulting professionals who are concerned with maintaining employees' engagement and motivation.
Establish Policies and Systems that Make Sense – Are organizational policies inline within your culture? Many times, organizations establish policies without evaluating unintended consequences. For example; if you are intent on building trust in your organizations, are you allowing your senior leadership autonomy to manage and approve budgets?
Employee Check-in Engagement – One of the ways to ensure employee engagement is to determine which ways you will measure progress. Many organizations have established a feedback process either ongoing or periodic. Employee surveys are an excellent way to assess employees' feelings on culture and benefits and ultimately give insight into the company's overall level of engagement.
Listen and be Open – One of the most powerful ways we can show our employees that we value them is truly listening to what they are telling us. Sitting down with your employees and taking time to truly listen to them is an important way to show them we care. We are all busy, that will never change, but taking time out of our schedule to listen allows us to build a culture where employees feel valued and where they will want to stay and positively contribute.
Management styles will vary depending on the person, the culture, the size, or the industry your business is in. The most important aspect to remember is to figure out what management style works for your company. Hire leadership that fits this mold, can motivate and improve the company's work ethic and productivity. If management is cohesive and provides an excellent environment for employees, the entire company will benefit and succeed.
If you need help with your team or are interested in executive coaching, leadership, and strategic planning workshops tailored to your organization, contact FutureSense at info@futuresense.com.
About FutureSense
FutureSense is a management consulting firm that provides integrated solutions to build and sustain human capital capacity. The firm can work with you by offering support and guidance to manage your workforce. To learn more about FutureSense, please visit FutureSense.com.