Your People Make Your Company
Company culture is one of the most important factors in having engaged and happy employees. Some individuals have lucrative positions at great companies, but they look miserable every day when they go to work. Their offices may be beautiful and modern, offer gym memberships, provide snacks, and maybe even unlimited vacation time, yet they aren’t able to perform properly or maintain focus. The truth is that when people fail to perform properly, it can be because there isn’t a spark to inspire them to own and love their jobs.
That missing spark is influenced by culture. Businesses that have great cultures provide benefits that other businesses can’t deliver. These benefits create a workplace that inspires health, happiness, loyalty, and greatness.
How to Determine Whether Employees Appreciate the Existing Perks
Some business leaders believe that having perks is enough to inspire and motivate employees, but that’s just not the case. Employees who are engaged and have their opinions listened to are far more motivated and productive than those who have free snacks and vacation time. When employee perks are combined
with a great culture of employee appreciation, your employees will feel valued and cared for. However, the main problem arises if perks are used as a substitute for personalized recognition. Although it’s nice to have some perks at a workplace, nothing beats the effect of a genuine thank you to an employee. To discover and create a great culture, business owners can use the POPin business culture recipe
. This recipe has a cook time of 7 weeks, ingredients of 8 questions, and can serve any enterprise.
POPin Culture Recipe
During the first week, the business owner or manager should begin by describing an outstanding performance of one of the team members over the last three months that nobody talked about.
On week two, the manager should describe something that the team has achieved over the last six months.
Learning from Failure:
The third week entails discussing the failures that the business learned most from over the last one year.
The fourth week is all about how the team can become more important in the decision making process.
Grading the Team:
This will be done by evaluating some of the issues that hold back each employee from becoming a team player.
Discussing the Culture:
The sixth week will involve looking at some reasons why anyone would not refer a talented person to join the company.
Share the How:
There will be a Share the How session where the business owner or manager will discuss some selected points from question five.
Share the How:
There will be a Share the How session where the business owner or manager will discuss some selected points from question six.
The workplace or office shouldn’t be somewhere that employees dread to go every day. In fact, employees should love their place of work and have a difficult time leaving since they enjoy the challenges, the atmosphere, and their co-workers. Although the work may be complex and involving, the business culture shouldn’t add more stress. Instead, it should be tailored to relieve work related stress. Because culture sustains employee enthusiasm, business leaders need buy-in
to keep their employees motivated and to realize the business goals. Such employees will feel valued and perform efficiently.