We all prefer to work in offices with a great company culture. Yet this takes conscious awareness to cultivate and ongoing nourishment to sustain. Jacki Rowles from Workplace Culture Consultancy shares some tips.
A positive organisational culture is no longer a ‘nice to have’ business attribute but an effective business tool. Bestselling books like Good to Great, Built to Last and Firms of Endearment show how great culture leads to high-functioning, productive workplaces. The most successful businesses are those built around solid core values.
Most socially-aware businesses want to work in a way that honours their core values. It attracts and retains passionate and intelligent employees. It improves brand reputation and efficiencies.
But the question is, how?
SBN asked Jacki Rowles of Workplace Culture Consultancy. She reviews three levels of workplace culture before providing company-specific advice:
- The workplace culture aspects you can see, feel and hear (the physical space, dress code and communication style)
- Beliefs, values, goals and aspirations
- Underlying assumptions that refer to the way we subconsciously behave, think and feel. In other words our default behaviour, which is the hardest to embed within a workplace.
Jacki’s five tips
Create a compelling vision or purpose statement
A company purpose statement is not so much about what you do or how you do what you do, but about why you do what you do. The why of your business purpose statement connects people intrinsically with meaningful purpose. It provides motivational inspiration beyond a pay cheque.
Define your core values
You don’t create workplace values. Instead, you need to uncover and discover the best values already within your workplace. This isn’t an act of wordsmithing, or the role of an ad agency. It is a deep process of understanding your organisation, your people and your customers.
Hire for values
Conduct interviews that are behaviour based. You can teach someone skills, but if they’re not motivated by the same things as your company it’s difficult to make them a high performer.
Examine your induction programme
Provide a solid induction programme. It should clearly articulate workplace culture and values behaviour expectations.
Live your culture within your Performance Reviews
What gets measured gets done. Performance reviews must include behaviours that drive organisational values. If you hire based on values, make sure you’re rewarding people who demonstrate those values well.
Jacki provides a no-cost, no-obligation initial consult. If you’d like to find out more call 021 1484 255 or email email@example.com