How Leaders Can Inspire a Better Culture in the Workplace
A company’s culture is determined by how people on the inside communicate with each other, and not the result of a plan that has been put into place.
Company leaders are naturally positioned to establish the culture with a company, and therefore it falls largely on them to inspire the best possible work environment that fit with company values.
Feeding into a positive culture starts with the organization establishing a core set of values and leaders following through on those values, while holding themselves accountable for their actions. Leaders also need to exhibit company values in a way that feels natural, not robotic, if they want employees to buy in.
Something to believe in
Without a clear purpose, each employee will fill that void with their own individual priorities, which results in people going in all different directions at once. However, with a straightforward purpose in place, it gives your workers clarity, offering the chance to connect emotionally and work with others toward a shared goal.
Emulate company values
Moving toward a desired company culture likely means people have to change their habits. Leaders must be willing to lead the way and change their habits and model the behavior they would like to see out of their team.
Set personal expectations and empower
Leaders also have to establish expectations for each employee, and update those expectations regularly. Staff members should understand the role they have in creating a desirable company culture, and how the business will empower them to contribute to this culture. Management then needs to uphold its side of the equation and show workers the path forward by offering support, possibly through team building exercises, mentorship programs and cross-training.
Accountability and recognition
Accountability is a major way company leaders can have an impact on culture. When leaders hold employees responsible, it helps everyone recognize that they are accountable for their own actions. Reasonable accountability measures can help drive home the importance of building a strong workplace culture. On the flip side, you also need to recognize employees when they are feeding into the workplace culture and show appreciation for employees through incentives and other tangible ways.
A big part of both personal accountability and employee recognition is having clear job descriptions that define what success in the role looks like. A performance management plan with specific deliverables and criteria can help keep employees on track, year after year.
This level of transparency with respect to employee performance assessment is a massive step toward building a positive culture of accountability.
Making adjustments and creating a desired culture will challenge employees, and they will be resistant unless they connect emotionally with the changes. No matter how logical a change might be, some employees will not buy in unless they are engaged on an emotional level.
Each time a change is made, even a simple one, the culture is affected. Leaders need to be conscious of the impact changes have and if they want to realize desired outcomes.
At LTI, we work with our clients to ensure they have the best-fit contract workers for their workplace culture. If your organization is looking for a custom staffing solution, please contact us today.