There is a definite link between employee satisfaction and an organisation’s bottom line. Company culture is what anchors both; it can be the hinge that makes or breaks a business in the long term.
Symptoms of a dysfunctional culture can be varied and unique. On the whole, if you’ve got signs of high staff turnover, poor performance, poor decision-making, and disengaged employees, it’s time to take responsibility and create a culture that embraces caring, sharing, learning, growth, and innovation.
Apart from poor performance, disengaged employees share powerful messages of negative work experiences with their family, friends, and colleagues. Their messages are potent and have greater impact than any positive PR message “pushed” by the organisation.
To achieve growth you need skilled people. The widening skills gap is making it difficult to find suitable staff, especially when it comes to filling senior roles.
Rise above the complexity of dilemmas facing your industry by building a UQ Culture.
If you want your employees to behave a certain way, perform at a certain level, and be the best they can be – you need to establish an environment that encourages, rewards, and nurtures those ideals.
A company’s culture is what sets the standard for how people behave, interact, and perform. It forms the “social norms” of the environment so it makes sense that leaders need to make a conscious effort in creating a culture that will not only bring out the best in its employees, but one that also becomes the company’s unique competitive edge.
A unique company culture, a “UQ Culture”, isn’t something that can be changed overnight. A long-term plan and ongoing commitment is needed. Although there is no cookie-cutter solution to improving a dysfunctional culture, here are some ideas to get you thinking about how you can create a UQ Culture:
- Develop a plan of what can you can remove, add, or change this year, next year or over the next 5 years to make your UQ culture your competitive edge.
- Hire a company culture coach who can give you a realistic “outsider” perspective and expert advice about real actions you can take.
- Understand your organisation’s mission and purpose and communicate that with your employees.
- Look for potential employees that share the same values, mission and purpose as your organisation – not just for their skills and experience.
- Grow the people you already have – it’s likely you’ve got some natural-born leaders that simply need the right environment to flourish.
- Lead by example, encourage, and reward staff for sharing their ideas, knowledge, and expertise with others in the organisation.
- Involve your staff in a continuous cultural improvement program to make them feel engaged and a part of the positive “movement”.
- Ask powerful questions, listen, let your workforce be heard, and open up definitive communication channels.
“Because of the current pace of change, organisations that learn fast can repeatedly outflank their so-called peers. New companies can seemingly come out of nowhere to develop and dominate new opportunities and prosper. The pace of change bestows nearly immediate rewards on the most adaptive cultures. To be adaptive as an organisation, that organisation must intentionally engage in continuous learning. Organisational learning is by no means random, but rather, a highly intentional act. Getting there is a game…and culture is the name of the game.” Daniel Mezick, The Culture Game.
A strong UQ culture shapes how employees perform and gives them a strong sense of purpose. It’s one that is powered by an inner force. It’s what makes a company or individual unique – it’s who they are and why they do what they do – it’s what gives them their unique, competitive edge.
Here at UQ Power, we’re just launched Company Culture Pulse Checks and we're doing house calls in your area. Want in? Check out more information here.