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How To Build An Outstanding Company Culture?

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Once Peter Drucker, the famous management consultant, said: “Culture eats strategy for breakfast”. So if you create a solid product strategy, make sure your company culture does not endanger your strategy. As an individual, we need to be happy and excited to work hard. And, as a professional, we must feel ownership and be accountable in the workplace. In this article, we explain the foundations of outstanding company culture and share several tips to build it. 

Related Link- Why Read Peter Druker? | Harvard Business Review

A company is a group of individuals that happens to work together while each of them has their own personal values. To have an outstanding company culture, you have to ensure team members are enough happy and excited. Plus, they have to feel strong ownership over the company. Here, we provide more details on each foundation of outstanding company culture, i.e., happiness, excitation, and ownership.

Figure 1. The foundations of outstanding company culture

How To Create Happiness?

An individual gets happy due to many reasons including to be respected and appreciated.  So, to have a happy team, you must respect personal values and appreciate one’s contribution. Plus, an individual normally wants to avoid conflict, so you should prevent unhealthy conflict scenarios as much as possible. For example, unblocking processes such as scrum meetings are defined to reduce unhealthy conflicts. If they create unhealthy conflicts for you, you have to resolve the situation as soon as possible.

You can find some tips to make your team happy here. 

  • Celebrate team success together 
  • Reduce unhealthy and unnecessary conflicts
  • Respect personal values and opinions
  • Embrace failures and learn from the experience
  • Reduce information overload
  • Prevent nagging and keep everyone optimistic

How To Provoke Excitement?

Similarly, individuals get excited due to different reasons according to their life situations, personal interests, or professional goals. A person may get excited by receiving a financial incentive or getting business exposure. Another person may get excited by learning new skills or achieving new milestones. So, to have an excited team, you must know your team members and let them grow in any direction that they want.

You can find some tips to make your team excited here.

  • Set stretch, clear, and well-defined targets
  • Let employees create impact or contribute to a cause
  • Define clear promotion and bonus procedures
  • Ensure everyone can grow within the team
  • Create opportunities to learn new skills and concepts

How To Establish Ownership?

The Psychology showed that ownership emerges where an individual feels (a) transparency, (b) engagement, and (c) belonging.

You can create a transparent work environment by providing clarity on the business process, high-level objectives, and success metrics. When individuals are fully aware of their surroundings, they can perform better. They may not be willing to engage in the process or situation but they can individually perform well.

Engagement is to ensure everyone feels involved in the decision-making process, or at least their voices get heard. If individuals engage in making a decision, they will feel accountable afterward. The feeling of accountability intrinsically invokes individuals to do their best. Plus, this is the first step toward belongingness which is the final goal of a leader in running his or her team. 

Finally, you can create a sense of belonging (i.e., being part of a larger group) by emphasizing ways team members are similar to each other. You can provoke this similarity by running activity-based events, and motivate everyone to attend. Plus, make sure to create a work environment without judgment. Judgments slaughter the belongingness. 

Related Link – Create a Sense of Belonging | Psychology Today

Takeaway

To have an outstanding company culture, create a workplace where employees are happy and excited while working with a great sense of ownership. You may not want to (or, can not) implement all of the above factors in the workplace. Whatever your decision is, make sure to not fake it. That is the worst!

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