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When is the last time you really thought about your company’s culture? If you’re like many busy small business owners, the answer is probably a long time ago, if at all.
It’s easy to operate on autopilot. But when you let your culture first develop and then evolve by chance, instead of being intentional about it, you miss out on opportunities to improve business outcomes.
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While “culture” is difficult to define, it typically comprises the shared values and ideals, attitudes, practices and goals that characterize your company. It’s borne out by how people feel about their work and the environment in which they work, as well as how they feel about contributing to where your company is going. Cultures can be similar from company to company, but they will always have distinct traits that are unique to each business.
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So, the benefits are obvious. How to achieve a positive, high-performance culture, however, is a bit less clear. Generally, though, companies that focus on the following areas are well on their way to creating and sustaining a winning culture:
Establish strict zero-tolerance policies for workplace harassment and bullying so that everyone understands what behaviors are expected and which are unacceptable.
Other procedures and rules that impact culture include those established around recruitment and onboarding practices, dress codes, employee discipline, training opportunities and performance management. When companies handle each of these situations consistently and in ways that convey employees are valued and heard, they are actively contributing to an ongoing healthy culture.
The saying goes that people leave managers, not companies. There are exceptions, of course, but according to global consulting firm DDI, 57% of employees have left a job because of a manager. An additional 32% stuck around but seriously considered bailing out. These are eye-opening statistics that drive home how much influence a direct supervisor has over an employee’s day-to-day work life and professional opportunities.
Make sure you hire strong leaders who advocate for everyone on their teams. And if your company’s managers aren’t good leaders when they’re hired, work with Axcet HR Solutions to get them the coaching and training they need to become effective in the role.
Great managers never belittle or micro-manage their employees. Rather, they model desired behaviors, communicate clearly and coach, develop and empower team members. As role models, they are in a unique position to vividly illustrate organizational values through correlated actions.
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Workplaces where negative behaviors and attitudes are allowed to fester do a lot of damage. They result in unfavorable work experiences and lower profits, too. According to the Society for Human Resource Management, toxic workplace cultures cost U.S. employers a whopping $223 billion in turnover expenses alone over a five-year period.
But in positive cultures, good leaders cultivate employees who are committed to organizational success. Employees feel a sense of pride and ownership. They are passionate about and engaged in their jobs and more likely to be high performers who appreciate and contribute to a continuing culture of success.
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