Is Your Culture Creating Cash?

“The ‘blanket’ of culture covering an organization can make it a success or a failure.”

One of the most significant factors that dictates your level of productivity, employee engagement and customer service, is the culture established by the organization. In simplistic terms, culture can be defined as the way we do business around here. Thus, it becomes the dominant influence for employee behavior.

Culture can be broken down into (1) Values, (2) Beliefs, (3) Attitudes, (4) Policies (5) Expectations / Commitments and (6) Climate. As a leader, do you have an in-depth understanding of these six components? From my experience as a speaker / trainer for corporate clients, I find values the most significant component. Where there is a congruency of values, it’s easy to develop an outstanding employee and organization. However, when values are incongruent, there is trouble on the horizon.

When hiring employees, look for an alignment of values. Such alignment is paramount for the long-term success of the organization. The closer the values alignment, the better the employee participation. When there is a wide gap, employees either become disillusioned and quit or cause disruptions affecting all facets of the culture.

Corporate values form beliefs. Beliefs create attitudes. Attitudes are the foundation for the development of policies. In turn, expectations / commitments grow out of corporate policies and ultimately are responsible for the type of climate created.

All of the components of culture form institutional habits. Therefore, controlling the habits practiced by employees can lead to a stronger organization. If corporate habits run amuck, the chaos created weakens the organization. Thus successful organizations are willing to do what unsuccessful organizations refuse or cannot do.

Controlling the culture can reduce cost, raise productivity, employee engagement and heighten the commitment to serve customers. Alignment of the cultural components will produce a positive bottom line. Getting the proper alignment means leaders must know what is happening in the organizational culture and be ready to re-align and re-focus employee efforts. This is a situation where ignorance is not bliss but bedlam and disorder and disarray become the diets of the day.

Determining the exact state of your organizational culture takes time, talent and tenacity. Shifting to a winning culture means leaders must remain focused on the important values, beliefs and attitudes present in the workforce. They must be able to determine how their policies are affecting employee performance, corporate efficiency and customer satisfaction. Leaders should clearly define their expectations and commitment to organizational success so there is no misunderstanding by any employee and everyone can be held accountable.

When these “stars” align, profits grow and your culture is now producing cash. Who wouldn’t like that in their organization?

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