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Posted on 11/23/2016

Building a Great Company Culture

Kris Powell

Been there!  Done that!

You have tried it all.  The new marketing scheme.  The new efficiency plan.  The new finance plan.  Then there is the new technology.  But you keep wondering why none of it is working to make your company grow faster and more profitably.  You wonder why it just never works.  

Well here’s why – you are focusing on the wrong thing.  The amount of information and data available today on the net means that innovation and new ways of doing things are almost instantly out there for everyone to use.  So, that new technology you adapted yesterday to make you the frontrunner in your field just got adopted by your competition 38 minutes after you adopted it.  

So, what can you do? Look inside to your own culture. Does it reflect solid values, open communication, and a place folks want to come to work at? Not just ping-pong tables, free snacks, and nap breaks. Something more.

Companies with great cultures are adaptive, well aligned, and attract top level talent. How is that for a competitive advantage? They are great places to work that grow and thrive. 

But how do you get there? What steps do you need to put in place to build a great culture? Well here are four areas you should focus on:

1. Understand what a “healthy” organization is 
First, look at the organizational chart for your company. It is very simple. A company cannot succeed without clients, and happy clients lead to more clients. Who in your company spends the most time taking to your clients? How you treat those employees directly impacts their client interaction. A healthy organization empowers its employees to take good care of its clientele. It knows and understands that the employees are the frontline. And it takes very good care of them since they are the greatest asset.

2. Establish your core values
Establish core values for your company and use these values as a compass to always navigate your employees toward the same common goals. No one can tell you what the core values for your organization should be. Only your organization can determine what is important to them and what traits will help them succeed.

3. Communicate, communicate, communicate…
Communication and an open environment are key to allowing employees to thrive. Do your employees enjoy what they do? Can they be open with co-workers? Do you have real and open discussions? This may sound cliché, but an employer who has great communication skills will inevitably always have more satisfied employees.  

4. Create your own toolbox 
This will vary depending on your business, but all companies have certain things they need to do well in their “toolbox”:

  • Create a strong leadership team: Strong leadership teams will be both well-aligned and cohesive in purpose. That does not mean they will never disagree. But they will share in the common purpose of building a great company.
  • Create other teams: Create other teams to help fulfill your company mission. These can be focused on product, service, or any number of ways of doing things.  They must be empowered to create real change within the organization. They should also have some fun along the way!
  • Have strong meetings: Yes. You heard that right. Have meetings. Not just for the sake of having a meeting, but purposeful meetings built around accomplishing an agenda that helps drive the company forward.

Building a great company culture is a strategy. Probably the most important strategy you will have as an organization. I will leave you with four rules to live by to nourish and help grow your company’s culture. First, be the boss that you would want to work for. Second, find the best in people and build on that. Third, focus on the positive and manage the negative. Finally, laugh and have some fun – aside from death and taxes, nothing is that bad!

About the Author

Kris Powell | HRPro/BenePro

Kris Powell is the CEO and President of HRPro/BenePro.  With over 30 years’ experience in the benefits arena, Kris is a highly respected authority in the industry.  Serving on the board of United Benefit Advisors (UBA), a group he helped charter in 2002, he is constantly striving to find new and exciting solutions for his clients benefit and HR administration needs.

 
 

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