Does Your Company Culture Matter? OH--YEAH!!!

Although it's not quite as instant as mixing a scoop of colorful sand with water

An organization's culture is the nature of a company or department. It defines the environment in which employees work. There is wide array of variables that go into a culture including: work space, company mission, values, ethics, expectations, and goals.

If you've ever managed a team, than you know that disengaged employees can adversely affect your productivity. In fact, one really bad apple can disrupt your entire operation... Sometimes all it takes is a few mediocre apples, to set your business back years. Ivette Caballero can tell you a lot more about the dangers of disengaged employees; but, I think we can all agree that when people genuinely care, things are just better. If a person feels good about their job it comes through in everything that they do. I honestly believe, that if folks enjoy where they work, they develop better relationships with coworkers, perform better, and get better results, and that helps your bottom line. Workforce engagement does not just happen. Creating and sustaining a positive work environment takes a conscience effort and it all begins with culture.

"Okay. How do I get my employees to Drink the Company Kool-Aid?"

You Can't! --- As a front-line manager, you definitely have the most influence on guiding the culture of those you supervise. Your daily actions and decisions help shape it; but, unlike a Ron Popeil product, you can't just "Set it and Forget it". An organization's culture lives and breathes with the individuals on the team. Everyone needs to be a believer; but, you can't force it. A manager can guide it; but, the on-going sustainability of the culture belongs to the people. You need to nurture it; but, also give it the freedom to evolve. If you try to micro-manage your culture, you risk choking it out. Protect it, yes, but understand that your culture will ebb and flow and that is okay provided the foundation remains intact.

You might be thinking, "Wait a minute Tom, My company already has a vision statement and guiding principles." That's kool, many companies do and they can contribute to your culture. Although, have you ever seen different departments within the same organization that have their own norms, traditions, or language? That's culture. NOT Kool-Aid.

"I ain't about that Jug Life!"

Culture is the paste that holds your organization together. It is the major motivator for your staff, particularly when you are not there. When you are around it, you can feel it. If it inspirational or suffocating, you know it without anyone ever saying a word. So, if you can't just mix up a big 'ole jug of corporate buzz words and force your subordinates to chug it down, how can you build a positive environment conducive to success?

Here's a few ideas to help you start to create a better culture and build a stronger team.

Collaborate

The best culture makes all employees feel safe and welcome, never excluded or uncomfortable. So, when developing culture let your people participate in the process. They need to be able to share their ideas and feel confident to speak openly. Be approachable and open to ideas that may be different from your own. You need to understand what's important to your team. Sit with them, observe non-verbal cues, ask lots of questions, send surveys and above all else listen. People feel good when their opinions are heard. Use their ideas whenever possible. This will give them ownership and will help them promote it to new employees, that will help everyone fit in.

Lead By Example

Your team will follow your lead and will take their cues from you. For example if part of your culture is: "Be Informal". You can't only speak with your direct reports behind closed doors or wear a slacks on Jeans Day. -- Your people will soon realize that you are not committed. Whatever it is you have be one out in front. You may need to to exaggerate it a little in the beginning, so that others understand and know what is acceptable. What do I mean by that? Let's stick with the Jeans Day example. If the 'Big Boss' is scheduled to come to your office on Jeans Day. Instead of making everyone else dress-up, maybe explain to the 'Big Boss' that being informal is part of your culture and that jeans are acceptable on Wednesdays. I'm sure that she will be happy to participate and it will reinforce to your people that culture is a priority.

Coach

Put your people first and they'll put your customers first. Don't think of your people as employees or departments. You’re all part of the same team, so act like it. Rallying around the idea of "We are all in this together" builds a sense of unity and community, which fosters culture. If a team member exhibits behavior that may be company compliant; but, conflicts with your team's culture; address it immediately. Guide them towards what's considered acceptable within your organization. Make sure to embrace those in your organization that evangelize, support and encourage the practices and norms of the team. Let them meet with new hires candidates. Get their perspective on whether or not these newbies would be able to work alongside them and others.

A great company culture is not a 'Nice-To-Have'

You can't just offer mission statements, flex time and a jeans day and expect that your culture will take care of itself. You need to be proactive and intentional in developing and maintaining the best possible work environment for your staff. Stay close to your people and keep an eye out for non-verbal clues. It's okay if your culture evolves over time. Your guidance and that of your cultural advocates will enable you to preserve it's core elements. Many of today’s workers expect an excellent culture to be included as part of the standard company benefit offering. In fact, Millennials pretty much demand it. If the culture of your workplace is sub-par or even average, you can expect that your best people will seek a better one elsewhere. Companies like: Google, Zappos, and Southwest Airlines have become almost as well known for their workplace cultures as they are for the services that they actually provide. Candidates clamor to join them and their customers are loyal fans. -- Do you think the way their employees feel about work contributed to these results?

OH -- YEAH

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