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Build a transparent and positive culture
Build a transparent and positive culture

Five signs it's time to change culture

A poor workplace culture can affect performance and lead to high staff turnover. CHRIS HALLBERG discusses ways that retailers can turn this around.

Everyone likes to think that their business is highly effective; however, a poor culture can be a large inhibitor of performance. For example, will staff give feedback and suggestions for innovation in a workplace where they feel undervalued or feel as if their comments will be dismissed?

How confident are you about your company culture? Here are several common signs of a problematic organisational culture.

1. Employees avoid trouble

Do staff tiptoe around to avoid being reprimanded or even fired? Does everyone keep their heads down so they don’t attract attention? If staff are afraid, they won’t take risks, which means they’ll only give the minimum effort and never go above and beyond.

Employees need to feel like they can try new things without getting in trouble. Businesses should create a culture of appreciation to get more out of their employees. Workers who feel secure in their roles feel confident to stretch their abilities – they will let you know if they see a problem, rather than hiding it so that they aren’t blamed; they will give you a performance that can increase your revenue and make your organisation more competitive.

2. Everyone hates Mondays

Do staff seem to drag themselves into work on Monday? People who are working in poor environments pine for the weekends and dread returning to work.

"If people feel that it is worth something and that you value their input, they are far more likely to start thinking creatively"

At a healthy business, people are happy as they feel challenged and appreciated. People who are happy working for a great company are far more likely to exceed expectations. They will welcome new challenges and relish the opportunities to excel.

If everyone seems irritated and discouraged when the weekend is over, it’s time to change what you are doing. Examine which factors are making work an undesirable place to be. Target factors that specifically affect the motivation of staff to not only be at work, but also give their best effort and then change those factors.

3. Nobody shares feedback

Do you find that staff rarely share insights about how a process should work better or give ideas about opportunities that the business is missing?

Employees in a poor workplace are unlikely to share ideas. They may be too burnt out to think creatively, too discouraged or afraid that their ideas will be met with derision or indifference.

It is vital to your company’s future that you have the full resources of the people you have hired. Make sure they feel that they can make suggestions without you or other people in management feeling threatened. Make it so staff have the spare energy to think of creative solutions to problems and that they are engaged enough to share their ideas for new opportunities.

If people are reluctant to contribute, consider creating an anonymous way where they can share concerns. Whether this takes the form of an online feedback form or a physical message drop, take everything you there into consideration and ensure there are no negative repercussions for those who speak their minds.

You should also ensure that staff who share their great ideas are rewarded. If people feel that it is worth something and that you value their input, they are far more likely to start thinking creatively. Rewards don’t have to be monetary; perks like extended lunch breaks and public praise go a long way.

4. Decisions are poorly communicated

Are employees kept up-to-date on new decisions or do they only find out that a rule has changed when they run afoul of it?

Effective change management begins by involving employees in discussion from the start – they need to know how their positions and duties might be affected; they need an opportunity to give input.

By making sure there is transparency at every step, you can ensure that employees feel secure and that changes are effective, beneficial for the company and for those who work there.

5. Information is misleading

It is imperative that you are honest with your employees. Don’t sweep any negative information under the rug. Publicly address any issues that you feel could cost you important members.

A poor business culture does not fix itself; it will not change overnight. Cleansing toxicity from the environment takes a commitment to change and a great deal of time rebuilding trust and channels of communication, but it can be done.












ABOUT THE AUTHOR
Chris Hallberg

Contributor • TractionInc


Chris Hallberg is president of TractionInc. His aim is to help entrepreneurs achieve their vision. Learn more: tractioninc.com









Saturday, 22 September, 2018 04:49pm
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