Your company’s culture is your company’s personality. It defines the environment in which employees work, but company culture isn’t just having ‘bring your dog to work’ days. Company culture includes a variety of elements, including work environment, company mission, value, ethics, expectations, and goals. Some companies may have a team-based culture with employee participation on all levels, while other companies have a more traditional and formal management style. Below are 10 ways to encourage a high performance work culture whatever your company structure and style.
Setting an open meeting policy
Meetings that do not cover sensitive subjects such as pay or personal issues, should be open for anyone to join. Employees can learn a lot from attending meetings with executives and employees from other departments.
Establishing an open book management policy
Treating the company’s financial information like a federal secret is no way to run a business. Providing information about how the business is operating allows employees to trust in the company, and gives them certainty about the company’s future prospects. If employees don’t know the score, they don’t know how to improve it.
Communicate a clear mission, vision and company goals
Employees not only need to know how the business is performing, but how it will look in the future. If employees understand how their individual roles help support the company’s goals, they’ll be able to find purpose in what they are doing, helping to motivate them.
Create an anonymous feedback system
With the busy schedule of a CEO, they are not able to listen to and address all feedback presented to them by employees. This is where anonymous feedback from employees can be extremely helpful and eye opening. This channel also empowers employees to voice their opinion and makes the CEO more informed about potential issues.
Giving employees more control over their work environment
Finding room in the office budget by giving each employee around $50-$100 to decorate their office is a great incentive. This small gesture is a great way to show employees that they are valued and wanted for the long term. Combined with policies such as flexible work hours, working from home and unlimited holidays (within reason), employees begin to feel they have some control over how they engage at work.
Integrate new employees into teams effortlessly
Starting a new job can be nerve-wracking with meeting new people, and trying to understand the social and cultural dynamics that already exist. Having a buddy system and introductory team lunch for newcomers can encourage them to feel more part of the organisation, helping to decrease turnover. Meeting with new employees regularly within the first few weeks of employment can help managers understand how the newcomer is feeling and any questions or uncertainties they may have.
Develop objective pay policies
Employees should feel empowered and incentivised to work hard knowing that they will be rewarded for a job well done. Pay should be linked with performance, rather than only at a set timely increment. Employees aren’t motivated by pay, but they can be demotivated if they feel they are being paid unfairly in the organisation.
Avoid creating an employee hierarchy system
Employees take notice when they are separated in the haves and have nots which can be detrimental to company culture and morale. Perks should not highlight a hierarchical divide within a company.
Promote learning and growth at every opportunity
Regardless of where you sit in your level of employment, everyone, including the CEO should be continuously learning. Knowledge is key to adapting to dynamic market conditions. Encourage employees to constantly improve their skills and market knowledge. This can be done by setting up time for researchers and strong people in the industry to do talks in the office. Support employees who want to go back to school, attend training sessions or expand their market knowledge.
Company culture is important to running a successful business with a low turnover, employees tend to enjoy work when their needs and values are consistent with those in the workplace. They tend to develop better relationships with coworkers, and are more productive.