An effective culture is more important than any other business strategy you might be incorporating to make your company attain new heights. That’s one thing Steve Liefschultz came to realize early on even as many of the peers then and now failed to value it. If you’re too surprised to continue reading, ask yourself this: would you ever want to work someplace that doesn’t have similar, if not exact, values and a mission statement you respect? No, right? Then how can you expect your workers to be comfortable, collaborative, and productive if the environment they’re surrounded by doesn’t foster these very values?
What is Culture?
In order to cultivate a great company culture, you need to develop an understanding of what it is. Anne Morriss and Frances Fei defined it aptly:
“Culture guides discretionary behavior…tells us how to respond to an unprecedented service request. It tells us whether to risk telling our bosses about our new ideas and whether to surface or hide problems…culture tells us what to do when the CEO isn’t in the room, which is of course most of the time.”
If you want better performance, you want to avoid nurturing boring environment. These don’t last long nor would your employees. In fact, it wouldn’t even attract talented young people to come to seek work if they’d be amidst numerous cubicles or that there would be no freedom. Your job? Don’t give them an excuse to dread coming to work every day; challenge their abilities but don’t put them under stress. Easier said than done, isn’t that what you’re thinking?
How to Create a Unique and Interesting Workplace
You know you are not really all that different from Steve Liefschultz if your mission is to be considered the best in your field too, to make your company the organization everyone, you included, dreams to be working at.
This would mean that information of all sorts would be passed on without being spun; differences would not only be tolerated, but respected; and the tasks assigned will be meaningful so everyone is secretly, intrinsically rewarding themselves.
- Respect their time: don’t burden them with an impractical work schedule. Think of the bigger picture that is your employees have a life outside this office. They might have kids or a sick parent that you know nothing of; don’t force them to work overtime. If you’re not letting them enjoy it, you’d likely be left with one who’s disgruntled, bored and dissatisfied.
Don’t think that hiring the culture fit mean they understand what the whole deal’s about. If your company can’t do without “rigorous shifts”, can’t let them choose for themselves whether they want to work weekends or not, then communication is the key really. Inform them early so even as they consider options to not compromise on either duty, they would know you care about them as people.
- Give them a purpose: people who feel they’re part of a community working for a product that’s more important and bigger than you’d find them more willing and engaged with their work. Plus, the sense of community creates strong bonds, wherein they feel more at ease and trust when collaborating.
These are but two fundamental ways you should consider to ensure fun yet effective culture within your company.