Improve Your Company Culture: Part 2

Our last blog centered around company culture as well as the effect it could have on your brand. Your company’s culture, positive or negative, shows up in your brands reputation.

Our last blog centered around company culture as well as the effect it could have on your brand. Your company’s culture, positive or negative, shows up in your brands reputation. We talked about methods to measure the cultural health of your organization, but exactly how do you give your company a cultural transformation?

The first step is to ask yourself a couple of questions to get an idea of the “feel” you would like your company to have:

  • What attributes do you value that you want to show up in your company’s culture? Respect, acceptance, creativity, fun, etc.?
  • What are the major values or focus of your company? How can you make that prominent in the culture?
  • How is information shared with employees? Are they left in the dark a lot?
  • Do you reward employees and in what ways? 
  • Does everyone feel heard in the company? Do people feel free to express their ideas and give their opinions?

These may lead to more questions. To get answers try brainstorming with your colleagues. Here are a few suggestions to get the process started:

Suggestion/Thought box – This is an good way to allow people to share thoughts and opinions about the current events within the company. The employee could choose to make the suggestion anonymous or not, and any suggestions or concerns could be addressed in monthly company meetings.

Empower employees – Let your staff make decisions. Treat the employees as peers; allow them to have a say and listen to their ideas. Also be a transparent leader. Don’t just tell your employees when things are great, but also inform them tactfully when things aren’t going so well.

Flexible hours – Trusting your employees to get their work done is key. Don’t constantly hang over or micro-manage them. Trusting your employees to get their jobs done gives you less anxiety, as well as result in the general company culture more respectful.

Dress code – Long gone are the days of the suit and tie on a daily basis (at least in many fields), so let employees express themselves with their clothing. This can make them feel free and accepted. Another approach is to have themed clothing days. Examples of this are: wig day, silly t-shirt day, hat day, etc. Let employees make recommendations for themes. A little silly goes a long way.

Celebrate – Your business is the sum of everybody in it. Celebrate your team with group activities.  For example, cater lunch for everybody, have a movie or game day, or just throw a party. This can lead to more cohesion within your team and encourage collaboration.

Below is a variety of things that real companies do to add some fun to their culture:

  • Spontaneous Nerf gun wars
  • Painting inspirational quotes on the walls
  • Hitting a loud gong when there is a success to let the whole company know
  • Foosball tournaments
  • Lunchtime Yoga
  • Lunchtime Crafting Club
  • Monday Mad Libs, whoever wishes to contribute, does, and then the completed Mad Lib is emailed to the company

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