In this article, I will identify three ways that contribute and spark company culture and culture change:
- Start with the good. Everyone has strengths and personality themes that make them unique contributors. Unveiling this combination of good to individuals gives a boost to their confidence and creates a positive vibe all around. If there are bad feelings between employees this can also be a good opportunity to level-set with a positive approach. Use an assessment with a strong explanation of how the strengths apply to life and work. VIA Strengths, StrengthFinder, and Meirs Briggs are well known and reliable.
- Build Trust through appreciation of employees strengths. Be the leader that notices when an employee delivers and call it out. Be specific about why they do well and why that characteristic is important to the company and the culture. Make sure your method to share your appreciation is uniformly fair and won’t make people uncomfortable. Create an employee spotlight on your internal newsletter. Have a post-it board where employees can publicly share their gratitude to each other.
- Good will goes a long way
There is always an opportunity to do good. Our world has always called on us to be responsive to crises or social issues. People bond with each other at a deeper level when they feel like they are contributing to a collective good, side by side. Find out from your employees what matters to them. Create ways that the whole company can contribute, don’t just limit it to financial contributions either. Be open to the ideas of the people in the organization.
Having a vibrant culture takes action driven by intention. Remember when things change people whether or not they have a voice in the decision people want to be heard around their concerns. What happens when there isn’t an open forum to express concern? Employees still talk about it with each other, they just do it behind your back.
Open up, get a little out of your comfort zone. If your intuition is telling you that employees aren’t happy or motivated, listen to it. Surveys are anonymous which can lead to more open and severe feedback, however they are impersonation and require a human touch to complete the feedback circle. People will wonder, will my voice be heard? Follow up a survey with a Town Hall meeting to go over the results. Use this opportunity to acknowledge the voices of the people who are responsible directly for the success of the business. Shape up and share the vision for the company while you’re at it, reconnect to the ‘Why’. End the Town Hall with a social event to demonstrate that you want the connection to continue. This gives you an opportunity be a part of the post conversation which will happen whether you are there or not. You’ll know that you succeeded if your biggest critics come to thank you afterwards.