Many believe that the current obsession with culture at work is a fad. Nevertheless, workplace culture is not just a buzzword. In reality, it is far more important than many leaders realize. Leaders must understand more than what culture at work means; they must also learn how to ensure it is a positive one.
What is Culture at Work?
Put simply, the experience employees have in the workplace is considered the culture at work. It’s the personality of a company and involves every aspect of the employee experience, from the mission to the emotional atmosphere. As one might imagine, the role culture plays within an organization can be immensely impactful.
Why Does Company Culture Matter?
Workplace culture matters because of its benefits and drawbacks. A positive culture serves to chase away toxicity in many companies. When the ethos results in high turnover and a poor work ethic, the organization will suffer. However, a positive environment can result in much good, including:
- Improved job satisfaction
- High employee retention
- A boost in performance levels
- Interest from quality talent
- Enhanced communication
- Stronger levels of trust
Imagine the opposite of those benefits (lowered job satisfaction, poor employee retention, etc.). The inverted items are those related to a toxic work culture. This image makes clear how culture at work can impact employees.
What Defines a Positive Workplace Culture?
Theories exist for defining a positive work culture. One source cites several qualities, including a leader who listens and supports, the recognition of individuals and their well-being, and the ability to motivate. Alternatively, the Society for Human Resource Management claims a positive culture at work is made up of honest and unbiased management, civil behavior, meaningful work and opportunities, open communication, and empathy. With these factors in mind, leadership can determine the path to improvement.
How Can Company Culture Improve?
Ultimately, five aspects must be the focus of a culture improvement project.
1. Leadership must be transparent.
There is a difference between transparency and the disclosure of confidential material. Transparency does not mean that leadership shares private information. Many things should remain confidential. However, the purpose of transparency is to build trust. Trust and honesty are vital components of improving company culture.
Transparency is also an important part of open communication. An honest line of communication within an organization develops a positive culture.
2. Empower employees to do their best work.
An organization that restricts its employees from solving problems is one in need of transformation. There are several companies known for empowering employees, such as The Ritz-Carlton, which gives all employees the ability to spend up to $2,000 to solve guest problems. This company is invested in customer service and gives employees the power to do it to the fullest extent of their capabilities.
Strict rules for employees demonstrate a lack of trust. By empowering employees, an organization can share its belief in the employees’ ability to do their jobs.
3. The company as a whole is committed to the core values.
If you were to ask any employee what the company’s core values are, would they be able to accurately answer? For most companies, the answer is no. This is because while the core values were written to sound good, many do not follow them implicitly. The values are not made a priority.
The organization and its people should be fully committed to the core values. That means more than knowing them, but living by them. Having said that, it can be hard to live by core values if they aren’t known or understood. Make it a requirement!
4. The vision is widely known and understood.
When an organization has no clear vision, employees may find it difficult to determine their most important tasks. A company vision must depict what everyone is working toward. Although daily tasks may differ among jobs, all actions should move the organization closer to the vision. This clarity creates a unified culture at work.
5. Share in successes and learn from failures.
When someone experiences success, it should be celebrated throughout the whole organization. Recognition can go a long way in building a positive culture. Alternatively, when a failure occurs, the employee should not fear what comes next. Instead, failure should be seen as a lesson. Of course, massive failures can be catastrophic to business. However, if employees fear discipline, risks that could lead to major successes will be avoided altogether.
Conclusion
Culture at work is a big part of organizational successes and failures. A poor culture can result in high turnover and low productivity rates. No company wants to be stagnant in this manner. Growth and quality work are always better goals worth reaching for, and they require a positive culture. Get in touch with Right Fit Communications to get help with your culture at work!