[11] Build a better workplace culture M
Workplace culture develops through the attitudes and behaviour of everyone. A good culture can help an organization thrive. A bad one can make it dysfunctional. Awareness of the importance of workplace culture leads to improved performance. What is the workplace culture like in your organization? And, if you're not happy with it, what can you do to improve it?
The best way to gain insight into your workplace culture is to carry out an employee survey. The results will help you understand the differences between the culture your organization wants to have (perhaps even claims to have) and the one it actually has. It'll show how well your culture aligns with your values and ethics.
Culture check
Ask yourself these questions and answer them for yourself and your workplace:
What three words best describe your workplace culture?
On a scale of 0-10, how likely are you to recommend your workplace to a friend?
Do you feel respected by your colleagues and the management?
How would you describe your organization's leadership style?
What aspects of the company can be improved to make it a better place to work?
Do you understand how your work impacts the organization?
How is success defined?
Do you feel you are listened to and given the opportunity to contribute?
Does your organization have a safe working environment for its employees?
Do you have a good work-life balance?
To get lots of responses, make sure everyone knows the survey will take place, guarantee anonymity and keep it short — "survey fatigue" lowers the response rate. Regular surveys of this kind can help you identify potential problems and make adjustments specific to your workplace. There are, however, also some general practices that will help that process.
Consider these six questions:
1. Is our mission still relevant?
Lorne Rubis, chief culture and transformation officer at NorQuest College, says a good workplace culture is created by leaders who encourage those in the organization to believe in its mission statement.
Workplace culture has to be rooted in purpose and values. People must feel that their work is meaningful. So, the first step in building a better workplace culture should be to revisit your mission statement to see if it really reflects your values and represents your vision. It should state your values in understandable terms, define the behaviour that's expected of your employees and explain how you want them to project themselves.
2. How do we connect our employees more closely to our mission?
This can be done through team meetings, larger company-wide events, and during appraisal and employment interviews. Senior staff can really help in this process by mentoring less-experienced colleagues. Knowledge sharing reinforces key elements of your mission statement and shows that your organization is invested in personal development.
3. Are we leading by example?
Actions speak louder than words. Leaders must make sure their actions match the statements and are moving the organization towards its vision of the future. Their actions must reflect a transparent leadership culture, as this creates trust that then leads to an improved workplace culture.
4. How do we appreciate and recognize our staff?
Perhaps nothing improves workplace culture more than proper appreciation and recognition of employees. Leaders often appreciate the talents, attitudes and contributions of their staff, but it has to be clearly shown. People need recognition. Simple things like being thanked in a meeting for good work, being showcased in internal communications or a handwritten thank-you note have a powerful effect and have been shown to increase employee engagement.
5. Are we good at building teams?
Cynics tend to view team-building activities as a waste of time, but if they're well-planned and executed, they can have a number of positive effects. Employees get to know each other, build friendships and learn each other's strengths. They can lighten up the serious work atmosphere and help staff feel more invested in each other and the organization.
6. Do we ask for regular feedback?
One survey is, of course, not enough. You need to ask for feedback on a regular basis. Workplace culture is dynamic and changing, depending on the decisions that are taken. Repeat the survey at regular intervals (but not too often). Team meetings and individual appraisals should include opportunities for feedback. Based on the feedback, you can determine what parts of the culture are falling short and make appropriate changes.
With these steps, you can expect to build a better workplace culture, where people enjoy coming to work.