Lean Tip #3586 – Build a Strong Company Culture
Working at a company can be much more enjoyable when you believe in its core values and enjoy engaging with the employees. Strong engagement and company culture can make it easier to get along with other employees. It makes employees feel enthusiastic and excited to show up to work every day.
Create and join committees that encourage employee involvement. For example, you can start a committee that regularly hosts activities and games for employees to help team members get to know each other and strengthen connections.
Lean Tip #3587 – Give Employees a Sense of Purpose in their Work
Humans have a deep-seated need for meaning in their work. It must have a purpose and be significant in some way. In modern times, having a sense of purpose is even more important for employees.
When people feel that their work matters, they are more motivated and they are more fulfilled. It’s possible for an employee to find purpose in any work. The managers and executives need to provide the connection to that purpose. When employees are shown how their work benefits others, they feel proud of their contribution and feel a sense of purpose.
Lean Tip #3588 – Foster a Team Atmosphere
One of the best ways to improve company culture is to start thinking of everyone as part of the same team. They aren’t groups of people who work at the same place. Everyone is on the same side and is working toward the same goals.
When all effort is applied toward common goals, the result will be exponentially better than when individuals are each working toward their own goals. The entire company will be more successful, which translates to success for all team members.
Lean Tip #3589 – Ask Employees for their Feedback
Give employees a platform where they can share their opinions. Managers and company executives should be open to listening to employee ideas for improving the workplace, reducing conflicts, and how to improve the company culture.
Many companies hold town hall meetings where ideas can be discussed between management and employees. Not all employees want to discuss their concerns in front of the entire company; they should be able to approach anyone on the management team to discuss their concerns.
Lean Tip #3590 – Encourage Collaboration Between Employees
A modern workplace culture that encourages collaboration is one that actively practices communication and sharing knowledge between teams and departments. This approach breaks down silos that may exist between different departments.
Employees should be encouraged to speak to their fellow team members and their manager if they need help with their work. Waiting until they get close to or past a due date only puts the entire team under stress. Collaboration tools should be easy to access and use on the employee experience platform.
Lean Tip #3591 – Encourage All Employees to be Authentic
Everyone has a unique personality and way of seeing the world. No one who goes to work wants to be seen as just a number. There should be some standards around what acceptable behavior at work is, but employees should be encouraged to be their authentic selves. A positive employee culture shows employees they are appreciated for their authentic selves.
The more employees feel accepted just the way they are, the more comfortable they will feel at work. Team members will be happier and more productive during work hours, too.
Lean Tip #3592 – Promote Workshops and Continuing Education Opportunities
Employees want to keep learning and developing. Giving them access to the funds and time to attend workshops and continuing education programs is one way to support their goals.
Skill building helps employees feel less stagnant in their careers while also improving their marketability if they choose to apply for another job. Meanwhile, employers benefit from these courses as they can develop a highly-skilled workforce.
Lean Tip #3593 – Foster Teamwork and Employee Engagement
Every organization requires employees to work together as a team to achieve certain goals and objectives.
One way to encourage teamwork is to prioritize employee engagement throughout the company. Whether it’s asking for feedback or encouraging staff to bring their ideas forward, engaged employees are vital to a successful team, business, and corporate culture.
Lean Tip #3594 – Get Workers Involved
A great way for business owners to spark employee engagement and satisfaction is to involve them in various aspects of the company.
This doesn’t mean giving staff more work but enabling them to assist with initiatives that help with business growth and workplace culture. One example is asking employees to participate in recruiting and employer branding efforts (i.e., employee spotlights on social media and company newsletters).
You can also encourage workers to participate in team-building activities that help them get to know one another.
When employees are actively involved in various company programs, it helps to improve the organization’s culture and transform it into one that is driven by employee engagement.
Lean Tip #3595 – Communicate the Excitement
Many people resist change. Even when things are not going well, given a choice between the status quo and trying something new, many will choose the path of least resistance. Communication is key to getting employees excited and engaged in the workplace. To feel part of the company culture, people need to understand it. There is no doubt about it—onboarding drives employee engagement. Communicate your company mission and values through a fun promotional campaign that helps reinforce your company’s mission and values to employees throughout the year.
Lean Tip #3596 – Create Opportunities for Growth Within and Outside Your Organization
Give employees opportunities to stretch, develop their skills, and take on new challenges. This involves making them interact with senior leadership, getting their insights on critical areas to gauge their leadership potential, etc.
This is vital because growth is not leadership growth is not linear and different employees can excel in one area and slag in other areas.
This could involve developing leaders, assigning them leadership roles in projects, leading teams on special initiatives, or delegating greater responsibilities.
Lean Tip #3597 – Promote a Culture of Feedback
Create a culture where feedback is seen as a positive tool for your leadership development plans, not criticism as part of creating a successful leadership development plan.
Do this by encouraging open communication, and constructive feedback exchange at all levels of the organization and a culture of psychological safety, where employees understand that they are free to speak up, collaborate, and learn from mistakes in a safe environment.
Lean Tip #3598 – Lead by Example (Be a Student, Not Just a Leader)
Leaders set the tone for the organization. When you lead from the front, it becomes easy for employees to buy into your initiative for growth and development.
Demonstrate the behaviors and characteristics you expect from your leaders. Your own actions and leadership style will have a significant impact on the development of others.
Some of the initiatives of leading by example include: enrolling in leadership coaching initiatives, mentoring high-potential employees, creating opportunities for growth, etc.
Lean Tip #3599 – Create a Strong Company Culture
A job is no longer a job today. Our digital-first world and changing priorities mean people want to work for a company they can be proud of. Company culture is about setting expectations about how all employees and management should work.
For example, positive company culture is a supportive and collaborative environment where senior managers listen to entry-level staff and consider their needs.
If you make it your mission to develop people, you show each employee that they matter and create a positive culture.
Lean Tip #3600 – Adopt a Continuous Leadership Development Mindset
The most effective leadership development strategy will work toward cultivating a culture of continuous improvement over a formal program. This empowers your people to take the initiative with self-directed learning and an understanding that their training and goals should align with the company’s need.
