Work Culture

When a positive work culture exists between employees, management and customers, business will thrive.  It can help improve employee productivity which has a direct result on your bottom line.
 
Here's how to ensure your organisation has a great work culture:

1. Hire the right people

If your current hiring process is not designed to help you attract, identify and retain the people who think and behave in a manner that is consistent with your culture or the culture you desire, don’t hire them.
When establishing on reviewing your hiring process ensure you ask yourself the following questions;

a) Who is involved in the hiring process, do they understand the values and beliefs of the business?
b) What questions are you asking?
c) Are you selling your culture in the interview?
d) How do you make your selection?
e) How are you finding candidates?

Remember, hire for attitude over for skills – skills can be taught whereas attitude cannot.

2. Ensure your team know what is expected of them

Does each team member have a position description?  Do they have clear goals or measures?  Do they know what they are meant to be doing?

All team members should have a clear understanding of what is expected of them, regular feedback and the ability to measure their goals.

3. Measure the success of your leaders

Not only do the leaders monitor their teams to ensure that they are hitting targets, they should also be measured on their personal contribution.  It is one thing to want your leaders to empower and mentor their team but to measure this as perceived by their people, will give a clear message.

4. Have clear systems and procedures that all team members adopt and follow.


Don’t underestimate the power of buy in.  If you need to introduce or change a system, involve your team.  Those who are involved in the process are more likely to adopt.

5. Communicate regularly and in different ways


Your team needs opportunities to give and receive feedback.  Avoid constant one way communication, this will result in team disengagement.  A few tips;

a) Be clear on why and what you are communicating.  Ask yourself ‘is this information useful and accurate’.
b) Choose the appropriate method of communication, face to face, via email, telephone.
c) Be aware that the receiver of information will have feelings and ideas that will influence their understanding of the message.
d) Pay attention to non-verbal and verbal reactions, this will assist you determine if your message has been understood.

6. Ensure team salaries and wages are reviewed regularly and changes made where necessary.

Money can be as much a demotivator as it can be a motivator.  If staff believe they are not paid their worth it will affect their behavior and their attitude.

7. Measure internal customer satisfaction and action change


Survey your team, they will tell you what they think about the organisation.  Analyse the results and implement change. There is no point involving your team in a survey exercise where they take the time to provide ideas and feedback and no one implements changes to improve the culture.

8. Have some fun and celebrate the small wins and reward the team


Is your team social or participate in activities that aren’t work related?  Do you praise the team for the small stuff along the way?  

9. Check yourself!

How are you leading your team?  Do you lead by example, with integrity and honesty?  Can you take constructive feedback? Do you have an open door policy?