Intention is the Secret Sauce

Did you know 80 percent of employees would look for another job after ONE really bad day at work? Or, that 31 percent of employees quit their job within the first six months of starting? Recently, company culture has become an increasingly important factor in attracting and retaining employees. A positive company culture and an authentic and consistent rewards and recognition program can not only improve employee satisfaction and productivity, but it can also impact the overall success and reputation of a company.

Beware, the word culture is handed out too easily. We believe the secret sauce is in providing “intentional” company culture as the way for clubs and communities to create a positive environment that reflects their values and goals — and ultimately helps attract and retain employees.

When you apply intentional culture to a private club, the impact can be significant. Intentional club culture is the deliberate effort to create and maintain a specific culture within an organization. It involves identifying the core values and beliefs that the club wants to uphold, and then actively promoting those values through policies, procedures, and recognizing and rewarding those positive behaviors By intentionally creating a company culture, clubs can shape the attitudes and behaviors of their employees, and ultimately create a more positive and productive workplace.

Get them involved.

One key aspect of intentional club culture is employee involvement. Employees should be included in the process of creating and maintaining the company culture. This is based on principles of social psychology and organizational behavior. The social identity theory suggests that people tend to define themselves in terms of their group memberships, including their work organization. This means that employees are likely to identify with and feel a sense of belonging to their company, and they will be more motivated to contribute to a positive organizational culture if they are involved in its creation.

Second, when employees feel that their organization values them and their contributions, they are more likely to be committed to their work and stay with the company over the long term.

Third, involvement in creating and maintaining company culture can give employees a sense of ownership and control over their work environment. This can lead to increased autonomy, empowerment, and a sense of pride in their work and organization.

Employee involvement can easily be done through regular meetings, surveys, and feedback sessions. It’s a big win involving employees in creating and maintaining company culture because it can increase employee engagement, satisfaction, retention, empowerment, and lead to a more positive and effective work environment.

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Be transparent.

Another important aspect of intentional club culture is transparency. Clubs should be transparent about their values, goals, and expectations for employees. This ensures all they understand what is expected of them which reduces the likelihood of misunderstandings or confusion.

When employees understand what is expected of them, they are more likely to perform their job duties at a higher level. Clear communication from leadership can help employees to focus on what is most important, leading to improved performance.

When everyone understands and embraces the same values and goals, it helps to create a sense of unity and shared purpose plus employees are more likely to trust their leadership and feel confident in their decision-making.

This can be done through clear communication channels and regular updates on policies and initiatives.

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Let them be seen and heard.

Intentional club culture also involves consistent feedback and recognition. Clubs should recognize and reward their employees?for upholding the values and behaviors that are important to the organization. Younger workers need consistent recognition. 73 percent of Gen Z and younger Millennials (born after 1989) want recognition at least a few times a month.

To achieve this intentional culture, clubs need performance evaluations, and consistent rewards and recognition programs. By providing employees feedback and rewarding them for positive behavior the club culture becomes more than just words on paper; it becomes a way of life within the organization.

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Commit.

Finally, intentional club culture requires ongoing effort and commitment. It is not something that can be created and then forgotten about. It doesn’t sit in a binder on a shelf. Clubs must continuously evaluate their culture, seek feedback from employees, and make adjustments as needed. By consistently prioritizing culture, clubs can create a workplace that is positive, productive, and supportive of their goals and values.

Fun fact - 80 percent of people make decisions purely on emotions. By creating an Intentional Club Culture, these decisions will be made with a positive emotion, not a negative one.

Intentional club culture is a deliberate effort that should be carefully crafted and actively managed. And when you do, it helps to create a strong and cohesive organization that is aligned around shared values and goals. It can also improve employee satisfaction and retention, enhance customer satisfaction, and ultimately contribute to the success of the club.

If you’d like guidance on how to create an intentional club culture, Strategic Club Solutions is ready for you and your team. BR

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This was co-authored from Ryan Doerr , president and Rob Schlingmann, CCM, CCE, CAM , senior consultant, Strategic Club Solutions