Wondering how to build a great company culture, even as you add new employees to the mix? Take a look at your current team strategies and practices to see what’s working and what isn’t.
Then get brave enough to make the changes you need.
It takes vision
It can be dangerously easy to fall into the trap of assuming everyone in the organization understands why you’re doing what you’re doing, and why it’s so critical. But this isn’t necessarily the case.
The truth is, you can never explain in too much detail what drives your passion, your work and your organization. You can never tell that story too many times.
- What got you excited about starting this work?
- What keeps your fires burning?
- Why should your employees care about their part in it?
Once you help your team understand the why behind the vision, you may be shocked at how quickly and efficiently they will be able to execute on the how.
Dreams can come true
But they can just as easily sit on the shelf collecting dust.
You have dreams about where you want your organization to go and how it will get there. But believing in your dreams isn’t enough. You’ll need to follow up by putting together a team that is inspired to help you make them a reality.
To do this, you’ll need to recruit, hire and promote with your vision in mind. And unfortunately, sometimes you’ll also have to let people go with that same vision in mind.
If you have team members who aren’t willing or able to contribute, it’s time to set them free. Don't kid yourself into thinking you’re taking care of your people or your business by hanging on to employees who are no longer a good fit. Doing so destroys your leadership credibility and weakens the team. And that's not fair to anyone.
The sooner your entire team is aligned, the sooner you can get moving in the right direction.
Stability through change
As you begin to let go of those employees who are no longer a good fit for the organization, be careful that you don’t inadvertently lose some of your organizational stars. Change is disruptive by nature, and it can test employee confidence and loyalty. Never assume your best employees will easily pass that test.
Look for opportunities to reinforce your confidence in your top performers. Let them know you recognize and appreciate their efforts and help them see how they fit into the changing picture.
Be sure your compensation program is designed to motivate and incentivize, not deflate and desensitize. Realistic goals, genuine appreciation, and a healthy dose of positivity will go a long way here.
The more valued your employees feel, the more secure and loyal they will feel.
Too many companies operate in silos. They have silos that separate departments, teams and individuals. More importantly, they also have silos separating leadership from everyone else.
Make sure your leadership team remains in touch with people at all levels in the organization.
Every great employee and incredible leader had to start somewhere. Ignoring certain segments of the organization can cause you to miss out on innovative ideas and future leaders. Today’s entry level staff person could be tomorrow’s CEO. Building bridges between teams and individuals will allow the transfer of knowledge, ideas, and confidence to flow.
Whether your employees have been with you a week or a decade, they will appreciate feeling connected and being part of something bigger.
Silos can also form due to lack of information and communication. When teams aren’t talking, they don’t know how to proceed. Or succeed.
Make sure to keep communication channels open, not just between leadership and staff, but across teams and between employees. Make communication part of your onboarding process and embed it into everything you do. This should be a top priority and part of your overall company culture and commitment to employees.
Transparency is one of the best ways to build trust. Establish clear communication patterns and lead by example.
It all adds up
When it comes to cultural environment, there’s no such thing as a little thing. Everything you say and do contributes to the environment and the success (or failure) of your organization.
When you build an organization that weaves your core beliefs into everything you do, you create a living manifestation of your values. And because like attracts like, employees and customers with the same values will naturally be drawn to your organization.
The kind of team and culture you create will determine the kind of employees and customers you attract, how loyal they will be, and how quickly you can turn your vision into a reality.
Is your broker truly excited about organizational problem solving and helping you design an employee benefits strategy that helps you recruit top talent and makes your job easier? If not, give us a call. We live for this stuff!
Photo by Olga Dmitrieva