What differentiates a mediocre company from a great company?
Fostering a great organisational culture is crucial to the success of the business and your growth as a team. Organisations with a great culture are proven to drive their business revenues and stocks to significantly high numbers. However, only a few HR leaders believe that they have the right culture to transform their businesses.
Organisations with great cultures have aligned their company goals with their employee’s goals, so everyone is going in the one direction. They inhabit a culture of trust, appreciation, and resilience that enables them to dynamically respond to change with ease. Building a high-performing organisational culture requires developing and implementing a roadmap that has clear objectives and consistent motivation to deliver long-term results across the business.
1. Recognise your team’s achievements
Every achievement, big or small, is worth celebrating and promotes a culture of appreciation in an organisation. Instilling the practice of giving positive reinforcement to team members’ contributions and accomplishments makes them feel valued and included. Recognising an employee’s achievements has proven its impact on employee engagement, retention, and productivity.
2. Promote open communication
Exceptional growth comes from many minds collaborating. Creating a culture that encourages employees to voice their ideas and freely give feedback can turn significant growth in revenue and motivate employees. You should take every engagement as an opportunity to gather and respond to employees’ feedback and follow through with actions proactively. It is also important to forge strong connections among team members. A team that bonds together can overcome any adversities. Promoting open communication to your community goes a long way, in the aspect of stronger team building and increased profitability.
3. Be culture-advocate leaders
A great leader possesses strong leadership that exemplifies culture to his team and across the workplace. Being the role model that consistently emulates positive behaviours, employees gain the initiative to follow suit. To make leaders culture advocates, they must start practising it in every aspect of their work lives. Incorporating the culture of appreciation and enabling the employee’s voice are the highlights of these cultural advocacy efforts. Adding value to your leadership teams is as important as adding value to your partners and clients.
4. Embody your company values
Every company has its core values where culture is rooted from. Embodying your company values means nurturing every aspect of your business. The standards and principles you bear should cater to your employees, partners, and customers, providing them the supportive terms, proactive benefits programs, and social involvement initiatives. You can empower your value-based culture in your organisation by recognising and incentivising employees that promote your values. Through this, you can turn mere actions into habits creating a consistent culture in your community.
These four tips for a great organisation culture just revolve around these three big ideas: communication, recognition, and values. Start practising these techniques and achieve a suitable culture for your business.
Establishing an organisational culture suitable to your business is no easy task. Every organisation’s culture is different, and it should emphasise the uniqueness that shines through the organisation. It is the culmination of the different values, expectations, and practises of all the members, that would make your company holistic and united in every situation. Keep these four basic strategies to kickstart your journey towards a flourishing organisation with a great culture.
Ross Judd is one of the best culture coaches in the industry, get in touch if you need assistance to create a great and strong organisational culture.
