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Culture needs constant nurturing
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Posted: Thursday, June 2, 2016 11:00 pm
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Company culture is crucial to employee
satisfaction and motivation, as well as to the
overall health and success of a business. It’s also
one of a company’s greatest challenges, whether
it’s been in business for less than a year or for
decades. Even when a culture is established, it’s
always growing and changing as a business
grows and changes. That means continual,
dedicated nurturing is needed to keep a culture
healthy and thriving, while maintaining the
foundational elements that are core to a
company’s existence.
LaBov
Culture is defined as the values and behaviors
that contribute to the unique social and
psychological environment of an organization, or
the expectations, experiences, philosophy and
values that hold it together. Culture is something
that’s part of a company’s DNA from its inception.
It’s not created by employees, but by the founders
and leaders of a company. That’s not to say that
employees don’t have a significant role in
contributing to and nurturing that culture as a
business grows.
There are certain symptoms to look for when determining if a culture is thriving or toxic. Trust,
for example, is a key indicator. How is the leadership of a company viewed? Do they stand
behind what they say or are they unethical? Are they narcissistic or do they respect others’
input and inspire teamwork?
Also with regard to trust, it’s critical leaders show employees they trust them. Adobe is a good
example of a company that puts trust in its employees rather than micromanages them. It
reinforces this part of its culture by giving its employees stock options so they know they have
a significant stake in the company’s success as well as the rewards that come with it. This is
a business model used at many corporations around the world. Those that do it well have had
enormous success and built an independent workforce that can be trusted to do what’s
needed to help a company grow.
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Communication is another important symptom. In addition to maintaining consistent, open
communication with employees, it’s also important to monitor how they’re responding to what
leadership is doing. Let’s say you’re introducing a new product or opening a new location what kind of feedback are you getting from employees? If it’s negative, it’s crucial you find out
why and address it. If it’s positive, you know you’re on the right track.
Everyone wants a purpose in work and life. But for a healthy culture, it’s more than telling
employees their purpose; they have to believe in it. They need to feel that what they do matters
and contributes to their company’s success. In other words, employees have to be engaged.
The level of employee engagement is defined as how well you’ve prepared your employees to
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fulfill their purpose. Engaged employees are much more productive and motivated than those
who are not. When they understand the why behind their purpose, employees tend to be much
engaged.
In addition to looking for the signs of a positive or negative culture, it’s also important to beware
of culture killers. Expecting employees to do great work, but not giving them the time, training
or tools to do it. Instituting changes or making important company announcements, but not
sharing with employees first. Putting employees in physical danger by not maintaining a safe
work environment. There are many other actions and situations that can harm a culture. Let
even one culture killer invade your organization and you run a significant risk of irreparably
damaging your culture.
So how are the world’s most admired companies honing and supporting their culture? Zappos
has a culture fit interview with employee candidates that factors into a full 50 percent of
whether or not they’re hired. It’s the first thing considered during the hiring process. And for the
occasions when someone is hired who ends up not being a good fit, Zappos would rather they
quit than stay and dilute or harm the culture. To ensure recently hired employees have the
motivation they need to remove themselves if they’re not a good fit with the culture, Zappos
offers them $2,000 to quit after their first week of training.
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Culture will either attract or repel talent from a business, so investing time and effort into
nurturing and supporting it is time well spent. Even when a company’s culture is established
and doing well, that doesn’t mean it should go on autopilot. The healthiest cultures need to
evolve as companies grow and change and that requires continued cultivation and care.
Featured Businesses
BARRY LABOV, a two-time Ernst & Young entrepreneur of the year and inductee into the
Entrepreneur Hall of Fame, is founder, president and CEO of LaBov Marketing
Communications and Training in Fort Wayne. He has written and co-authored more than a
dozen business books, is a regular columnist in business publications and maintains a blog at
barrylabov.blogspot.com.
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