Steps to Building a High-Performing Organisational Culture

Howdy,

Someone once said people with good intentions make promises. People with good character keep them. I believe I have both good intention and character, so as promised in the previous piece, today I would like to guide you on how to build a high-performing organisational culture.

Creating a great organisational culture requires developing and executing a plan with clear objectives that you can work towards and measure. The below steps should serve as a roadmap for building a culture of continuity that will deliver long-term benefits across your company.

Recognising the contributions of all team members

When everyone on the team recognises the accomplishments of others, individuals start to see how they’re part of a whole. According to experts, when an organisation makes appreciating employees part of its culture, important metrics like employee engagement, retention, and productivity improve.

Employee recognition however shouldn’t be preserved for major milestones and anniversaries only, it should be a regular occurrence for it to be part of your culture. Your culture should encourage team members to practice frequent social recognition in addition to monetary recognition.

Monetary recognition is very valuable. Generic mugs trophies and certificates will only gather dust on a shelf. Monetary reward means employees can spend the extra cash on something much more meaningful to them. This will motivate them to go an extra mile to achieve their goals.

Enable employee voice

Create a culture that listens and values feedback. This can be done through surveys and discussions on certain issues. A culture where there is room for feedback makes employees feel their voice is essential and this contributes to employee satisfaction.

Creating a culture that values feedback and encourages employee voice is essential, as failing to do so can lead to lost revenue and demotivated employees.

Make your leaders culture advocates

For your organisations culture to succeed, your company’s leadership should be on board for them to be able to cascade to their juniors. Your leadership team can help build the culture you need by prioritising it in their work lives. percent of employees agree. When employees see leaders living your culture, they’ll follow suit.

Live by your company values

The foundation of your company’s culture is your company values. Your company’s values should not just be a mission statement, you should strive to weave it into every aspect of your business.

Forge interpersonal connections between members

Your organisation’s culture should be accommodative of team members’ cultural diversity. It should also promote communication and connections between team members. Provision for team building activities can be one way to promote this.

Focus on learning and development

Workplace cultures that tend to succeed are those that are have provision for  employees to continually learn and employer willing to continually invest in staff development. Training initiatives, coaching, and providing employees with new responsibilities are all great ways to show your team that you’re invested in their success.

Personalise the employee experience

In as much as team work makes the dream work, each employee has individual needs. You can take surveys to find out what your employees’ value and what their ideal corporate culture looks like. You can use feedback from the survey to tailor your actions to personalize the employee experience for your team. Treating your employees with the same individualism and care you treat your customers will translate into a culture that motivates each individual at your organisation.

As I finish, note that organisational culture will develop even without the employer’s input, but in the absence of that guidance, it may not be healthy or productive. When developing your organisations culture, keep these three basic techniques in mind:

• Improve communication with employees
• Start creating a culture of recognition
• Ensure that all members of your team put your culture into action

IMBA

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