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Setting a Culture to Drive Business with Results

by Jody Ordioni

The rapid changes in workforce trends demand that management techniques adapt to the new time. Inclusive and engaging workplaces are highly favored as opposed to those steeped in traditional practices. The trick to creating a workforce that engages with the vision of the company is to settle into a results-based culture; this culture motivates the employees by rewarding them in proportion to their efforts. The success of this system depends on how well communication is established between the managers and the employees. It is also necessary to unify the vision and mission of the company to employ this system successfully.

It is easy to get caught into the cycle of simply finishing the job. When the core values are shining through and there seems to be a clear plan of action, one tends not to worry about the real-time results. However, it is equally important to track the results and show accountability for whatever actions are being taken. A focus on result-driven culture shows a deeper strength, rooted in the values of the company. It also provides a clear picture of the impact that is being made, both internally and externally. Therefore, a system must be established that looks at the results and is accepted by the employees.

Requiring Results

The foundation of a results-driven system is in measuring the performance data of the employees and fulfilling company goals as a team. To measure performance data, the best path is having routine reviews, wherein managers sit down with their employees and openly review their performance. Another aspect of driving result is including everyone by making them feel part of one big team. The tricks to lead a successful business are rooted in the engagement of the workforce and keeping them motivated throughout.

Payback is the most crucial part of a result-driven system. This means that the company has to reward employees who meet their targets, or in some cases, even exceed them. Accountability is the main goal behind providing incentives. The employees will be better motivated if they are fed on a system of rewards rather than rebukes. It also highlights the company’s commitment to the personal development and growth of its employees.

Balancing It Out

Results-driven culture might seem bright and shiny but improper implementation has its own pitfalls. Employees don’t only require verbal support, they wish for their leaders to proactively participate in the company. Co-creating and direct involvement in the success and achievements of the employees is a great morale booster. It is also important to maintain a balance in this type of system, whether it be in the field of communication or in rewards.

While there should be clear goals for the employees, the expectations should also reside within the realistic realm. Regular collection of performance data is necessary to avoid undue stress for the employees. Since millennials constitute the majority of the workforce, the companies have to alter their systems accordingly. A well-balanced system gives rise to a positive work environment with minimal cost to the company.

Embrace the Culture You Create

A lot of employees are kept in the dark regarding the strategies and endgame of the company, intentionally or not. This misdirection produces employees who are inefficient and are not aligned with the principles and key objectives of the company. Open channels of communication and greater transparency are two boons of a results-driven system that restores the faith of the employees in the company. By elaborating on shared goals and ideas for the company, employees can be effectively empowered focusing on themselves and the growth of the company. A result-driven culture does not produce scores of hard-workers but it also breeds impactful collaborators who bring something new to the table.

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