Building a positive company culture - Part 2!

Reminder: Money is not the greatest driving factor for resources of this generation. (Gen Z & After)

In the previous edition, we talked about building an organisation of growth by building positive culture.

I had listed 7 factors that can impact the positive culture of an organisation.

This edition deep dives into each factor.

Build values - together:

Building value is not a top down exercise...

Most Founders think I will build a value system in my company and communicate it to the rest of the team. This approach is valid as long as the values genuinely benefit the individuals within the organization.

The best way to do the value building exercise is to include your employees in the process.

Culture building should start after understanding the current culture. Unless you know the current culture you may not be able to build a fresh new one.

Important: Your values should not remain static; they should adapt and change over time to align with the evolving world.

Communication & Transparency:

A survey by LinkedIn found that 86% of employees and executives cited lack of communication as a key reason for workplace failures.

What you say is more important than how you say it. It can make or break your organisation goals.

• Open, honest, and clear communication builds unbreakable trust.
• Seamless teamwork akin to a well-oiled machine.
• Confronting conflicts directly with respect and understanding.
• Acknowledging the challenges involved, but recognizing the value in doing so.

Its not easy but its well worth.

Look at it from the employees perspective, when they feel heard and understood, they are not just an employee, they feel they are an integral part of the system. And that's what makes all the difference in building a positive culture.

Set Expectations & Goals:

I have a big goal, why don't my people understand - I’ve heard statement from a lot of Founders.

To achieve the goals of an organization, it is essential for everyone to come together and work in harmony. This requires a clear understanding of the goals, which can only be achieved through effective communication.

It is important to emphasize that expectations and goals are not meant to create unnecessary pressure or solely focus on task completion. Instead, they should inspire and motivate individuals to actively contribute towards these objectives, fostering a sense of purpose and fulfillment in their work.

What can motivate your team? - Align the organisational goals with every individual's goal.

Set goals, motivate and measure growth.

Recognise & Reward:

The Society for Human Resource Management (SHRM) published an article that states that millennials seek immediate feedback and recognition.

Recognizing and rewarding means acknowledging and celebrating the contributions and achievements of individuals and teams. This is important because it builds morale, reinforces positive behaviour, and shows that people are valued and appreciated.

When I say recognise and rewards, it's not handing over the movie tickets or certificates. Gen Z and after are digital native workforce.

The game is Gamification

An article on Scavify says "Gamification is especially effective when onboarding a digitally native workforce. Younger generations have different motivational and behavioral patterns and require a set of techniques that better align their style of learning and skill development with business goals. Gamified onboarding is a natural, fun and effective alternative for a changing workforce."

Link: https://www.scavify.com/gamification/gamification-for-employee-engagement

Educate & Train:

First let's get one thing straight - Spending on employee training is an investment, not a frivolous expenditure.

When employees are trained and educated in their job functions and the tools they use, they are able to work more efficiently and effectively, which can lead to increased productivity. Educating and training employees not only enhances their knowledge and skills but also creates a sense of ownership and commitment towards their work.

Make training a mainstream activity than an adhoc practice.

Social Responsibility:

Involve your teams in your CSR. This builds a sense of purpose, attracts like-minded individuals, creates goodwill and builds positive reputation. When people feel like they are part of something larger than themselves, they are more likely to be engaged and committed to the organisation.

Unpopular Opinion - Fire:

One bad apple can spoil the whole bunch.

and…

Firing toxic employees is not a matter of bad management, it's a matter of good leadership.

Firing an employee is not an easy decision, but sometimes it becomes necessary to let go of certain individuals who can negatively impact the overall culture of an organization.

To give it a perspective, here is my order of priority to fire a resource:

• Dishonesty
• Behavioral issues
• Lack of accountability
• Poor performance
• Cultural misalignment

An organization that successfully attracts, trains, and continuously upskills both the current and new generations is an organization poised for long-term sustainability and endurance.

According to you, what is the most crucial factor among these?