10 Ways to Enhance Organizational Culture in Your Business
There is no single thing that can improve the culture of your organization. Culture is the collective heart and mind of an organization. There are many factors that influence employees’ attitudes towards their jobs and the companies they work for. We often discover that the feelings of employees are influenced by many processes, activities, and mechanisms related to their experience at work. The employee’s manager has the biggest influence on their experience. Here are 10 tips for leaders of all levels to follow in order to enhanced organizational culture and ensure a positive employee experience.
1. Create and communicate meaningful value
Values are more than just a bunch of nonsense. Values guide everyone in an organization to how they should act and interact, whether with other employees, customers, or the community. Our clients should have no more than five values so that employees can easily remember them and know what’s important for the company. Leaders should communicate not just the values, but also the behaviors that are expected to go along with each one. It helps employees to understand what’s expected of them, which reduces uncertainty and ensures that everyone is on the same page about how things should be handled at your company. Managers are the best people to lead by example when it comes to communicating values. The values are not only for the frontline staff but also for all employees. Frontline staff must see managers living up to values every day for them to be meaningful.
2. Select the right candidate
Managers are often in a hurry to fill a job and forget to ask the correct questions to determine the best fit. When selecting employees, managers often focus on experience. But if you are looking for the right employee, one who can work well with other people and achieve success, then the candidate must also fit the values and culture of the organization. I suggest using interview questions that are tailored to the core values of the company to better understand candidates and to anticipate their contributions to not only the role they will play but to the culture of the company. I recommend using a behavior-interview method whereby candidates are required to perform an activity during the interview. This forces candidates to step out of their comfort zones and allows you to evaluate their behavior rather than just asking them questions.
3. Enhance orientation and onboarding
Nearly 30 percent of all new employees leave their jobs within the first 90 working days. The first 90 days of employment should include a thoughtful onboarding process, as well as an engaging and effective orientation. It is important that new hires feel connected to their job, team, and organization during this period. It is possible to achieve this by establishing the correct priorities from day one, making employees feel welcome, and implementing an organized training program.
4. Empower and enable employees
Leaders need to provide employees with the information they need, the tools and support they require, as well as the power and control to make decisions. Leaders need to set expectations, give employees what they need for success, and then allow their employees to do their jobs without micromanaging every detail. It is important to empower your employees and build trust.
5. Engage your employees throughout the year
Only 34 percent of employees are engaged in their jobs. Leaders can engage their employees by making sure they know what difference they are making for the company. This helps them to feel connected with the mission of the company. Employees should be educated on the purpose of the company, its annual objectives and different action plans. Inform employees about the company’s progress and scores, and encourage them to develop plans for improving the company.
6. Coaches
Informal feedback allows employees to understand how they measure up against expectations. Yet, 32% of employees have to wait over three months before they receive feedback from their managers, which leaves them unsure about how their performance compares to expectations. In order for informal feedback to be successful, it needs to be specific, timely, honest, balanced, personal, and include a genuine thank you.
7. Effective communication with employees
We often hear employees complain about a lack of communication when we conduct focus groups. Managers are often surprised when we tell them this, as they believe they communicate with their teams. It’s not always the volume of communication that is the problem, but the quality. Keep your communication simple, and to the point, and consider your body language, tone of voice, and the right timing. Use different channels to communicate your message, and make sure it’s reinforced. Communication is two-way, so make sure your employees understand your message. Ask them, “What’s your next step?”
8. Recognize your employees the way they would like to be recognized
Recognizing your employees is a great way to show them that you appreciate their work, reinforce good habits, retain the best talent, and increase engagement. Let them know what they are doing makes a difference. Employees are often not appreciated. According to 63 percent, employees don’t feel that they receive enough praise. Managers must be aware that employees learn and process information in different ways (visual, audio, kinesthetic). Some prefer to hear praise, others to see it and still others to feel it. We encourage managers to combine recognition methods that are based on Say, Write, or Do. Mentioning recognition in meetings is one of our favorite methods. Other favorites include writing a thank-you card, setting up a fun program for recognition, and working alongside an employee to complete a task that they might not enjoy. Each employee is unique, so recognition should be tailored to them.
9. Make tough decisions and have tough conversations
Leaders who fail to hold their employees accountable can create an environment in which high-performing employees are frustrated, lose motivation, and ultimately leave. Leaders need to be comfortable having difficult conversations with employees who do not display the desired behaviors. Leaders also need to make tough decisions, and fire employees who don’t measure up.
10. Show your employees you care about their well-being and the culture of your organization
Show your employees that you value them and are committed to improving the organizational culture of your company. Listen to them and be available to help. Listen with empathy and full attention to the employee. Show respect and appreciation to your employees. Learn about your employees’ interests and concerns. Be honest and open in your communication with employees. This is key to building trust.
I encourage all leaders to look at the experience of their employees and identify areas that can improve communication skills. Culture is the result of a combination of factors and influences. There are ways to improve and change culture, even though it can be complex.
