You’ve never worked at a job that had a poor business culture if you’re lucky. If you’re like most of us, you’ve had that skill at least once. It may have manifested itself as any one (or more!) if you go back in your mind to what it looked like of the following circumstances:
*** Witnessing your boss throw his weight around, exposing his wealth or status (e.g. handing an old poster of a nice Mercedes to an underpaid subordinate and saying, “Take that home and put it on your fridge and dream!”).
*** Being left out. Everyone knows with what a click seems like and how they are great at making others feel disconnected, but wasn’t that so high school? Why is it being bolstered by grownups in the workplace?
*** Defamation. Nobody likes being spoken about behind their back, and it’s particularly awkward if it starts to feel like the folks around you at work are mentioning you. You begin to think they’re only friends to your face, and you ponder what is being said when you turn around.
*** Bribes. How about being paid extra or receiving an added bonus if you’ll engage in certain behaviors with your boss?
*** Pressure to conform. What about working for someone that is frequently pushing you to compromise your own worths, or demands that you do things that break your own values?
*** Slamming management. You know it isn’t better when people are talking badly about the higher-ups when they’re out of the room. Again, this upholds the culture of backbiting and being two-faced, both of which don’t often tend to develop openness, goodwill, trust or friendship.
*** Lack of respect. Whether it is manifested by discrimination, unsuitable jokes, sexual innuendo or laughing at, we’ve probably all watched or personally experienced at least one of these actualities. They can be shocking, awkward or embarrassing to witness, and if you are on the receiving end, they’re pretty hurtful.
In contrast, how can you establish a healthy business culture and establish an environment where people would like to be? What are some philosophies and practices you can implement that positively add to good morale and make it more likely that you’ll gain respect and loyalty from your employees and have less of a turnover?
Be up front, clear, and respectful in all of your business practices. And never make it a question as to where an employee stands with you. If an employee’s job is on the line, don’t let it be a secret.
As a close second, have respect a must. Maya Angelou stated an important truth when she said, “I’ve know that people will forget what you said, people will forget what you did, but people will always remember how you made them feel.” So, how do you work on creating a good feel in your workplace and developing an environment of respect? What does that look like? Sort of like this:
No one obtains favoritism.
All people is needed.
Actively endorse the belief that everyone has something useful to present.
Don’t tolerate any form of discrimination, poking fun, or any other behavior that slights another person or leaves them feeling uncomfortable or excluded.
Express genuine appreciation and encouragement.
Contradict snide, patronizing, or otherwise condescending behaviors.
And, as often, this value, as all others, has to be shown from the top. It has to start with you if you’re the heart of your business.
Keep clear of micromanaging. No one likes to work for someone who is continuously breathing down their neck and not allowing them the space to do their job. An employee can believe that they’re in a straight jacket if they don’t have any wiggle room to share their own thoughts or express their creativity. Additionally, if they’re doing a great job and are devoted to the company, that will likely change if they feel as though they aren’t trusted, even if that they are giving their best. (Naturally there are times when someone is DESISTING their best, and in these scenarios, a closer watch may be required. But for those that are working and making terrific improvements, enable them the admiration of knowing that you trust they will do what they’re expected to do, and they’ll do it well.). Allowing them also for a trip with Bedore Tours as a reward a great idea.
Conduct things to boost morale and make things a little light-hearted now and then. Maybe it’s having everyone to dinner once a month. Maybe it’s scheduling our Bedore Tours every week for a set up breakfast, where everyone gets to stop working at 9:00 each Wednesday morning and go out to eat together on the boss’ tab. (Additionally, that’s fun, cuz everyone can travel all together and enjoy establishing friendships with Bedore Tours!) Maybe it’s regularly providing snacks and drinks, or consistent thank yous for a job well done (movie tickets, dinner gift cards, etc.). Recognize birthdays and life events, and work to grow a culture of care and friendship.
There are considerable amounts of other things that could be contributed to this list, and you’ve likely thought of some as you’ve taken into consideration the jobs you’ve had and the culture that occurred at each workplace. Aiming to develop a good company culture is difficult, but it’s worth it. If you can create a place that truly reflects these values from the inside out, your employees are even more likely to be loyal, work hard for you, and treasure their jobs more.
