Building Workplace Culture That You Desire

by Jody Ordioni

Building Workplace Culture That You Desire

All business leaders are in a position to influence their employees. It is up to the leaders, however, how they use this influence to steer their employees towards the end-goal or vision they have for the company. Leaders, who do not have a clear vision for the company, can let toxicity fester in the company culture, ultimately impacting the bottom line. Small-business leaders, especially, have to pay heed to how stability is affected by employee-leader dynamics. A lot of employees leave their organizations disgruntled with the management. Here are some tips that can help prevent this:

Planning for Unicorn Employees

Many business owners, who are experiencing an upward growth curve, are in search of the unicorn employee. This term refers to an employee who embodies the innate qualities that are difficult to cultivate and leads to the evolution of the company. However, if asked what employers are willing to do to cultivate these qualities in the current workforce, the answers remain inconclusive.

Most organizations do not pay attention to investing in training programs to help their workforce reach their highest potential. Investments in training programs are not only successful in increasing individual productivity, but also have a positive effect on long-term workforce stability and employee retention. It also helps to reinforce the confidence of the employees in the leadership since they acknowledge that the organization is investing in their future.

There are a few critical areas that companies should look into if they want to provide training programs to their employees. Communication skills and conflict resolution are two areas that are often overlooked but can seriously impact the culture of the company. Organizations can build their unicorn employees by focusing on the leadership skills of its people.

Corporate Values of Company: Reassess and Reaffirm

Every company, at some point or the other, decides to codify the value systems its members share into a consolidated vision statement. Though senior leadership loves to quote their vision statements as a precursor to the culture their company fosters, most employees feel that they keep hearing the same buzzwords, with not much praxis. This inconsistency sends a wrong message to the workforce. If the company culture cannot put into practice the values outlined in the vision statement, then employees will lose their trust in the organization.

The importance of reassessing and routinely reaffirming your value systems cannot be overstated. The belief in leadership has to be unshakeable for a good culture to be established. Moreover, a shared sense of accountability has to be developed in the company for it to be successful. To ensure that new employees align themselves with the company values, you have to provide them with scenario-specific examples where the outlined values shine through. Training new hires and acquainting them with the company culture can only be successful if the values reflect in everyday work. Without proper application, the values can become obsolete or even be misinterpreted within the organization.

Exploring Different Communication Styles

Prospective employees undergo all kinds of personality-assessment tests before they are finally hired. However, companies underestimate the potential of the same tests in boosting the interpersonal and communication skills of current employees. Most of these tests have various types of profiles that outline the personality traits that are present in people. Sharing all profiles with employees can help them understand new colleagues and each other better. This will help in the growth of interpersonal skills and would also ensure that collective team profiles can be used to improve collaboration.

By understanding the personality profiles, leaders can manage teams by balancing opposing personalities, thus, reducing chances of conflicts. It can help bring clarity to the communication between employees and reduce reluctance by subtly instilling changes. Assessing and then guiding interactions can allow leaders to see definite improvements in communication and influence.

The Bottom Line

While there are many factors that govern the relationship between the employee and the company, leaders can do their part to promote the health and longevity of its culture. This singular potential of the leaders has to be utilized to ensure that the workplace culture is the one you desire. Mixing the innate qualities of the employees with the value systems enforced by the leaders will ensure success for all.

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