These 5 steps will help you begin to define and shape your company’s organizational culture:
Uncover the story. Stories are powerful in identifying organizational culture. Begin by sharing stories about how you got started – what are some of the most energizing tales of the company as a start-up? What are the “legends” of the company? Who are the heroes of the organization? As stories are told, identify themes that tie to your company’s mission and values. Focus stories on what went well; when the company or an employee were at their best. READ MORE »
Shaping Organizational Culture starts with defining culture. The simplest definition of culture is “the way we do things around here.” A complete definition is
Organizational culture is the combination of values, behaviors, and attitudes that influence how decisions are made, customers are treated, and communication happens between colleagues in the workplace.
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Your business is growing and you’re ready to add another employee. But what kind of employee pay should you offer? And are they hourly (non-exempt from overtime rules) or salaried (exempt from overtime)? Should you pay them a commission or some kind of bonus plan? READ MORE »
Are you giving your employees recognition ? When you look at the talents and skill sets of the people you have on your team, do you recognize and respect each person for their individual attributes? Each person on your team is different and they are motivated and driven by various factors. It is important that you are able to satisfy those sources of hunger for them. As I have worked with many students who hope to be small business owners in a particular industry or field, I see many of them take jobs to generate some much needed cash flow. When they take a job in their desired area of expertise, it can be both beneficial as well as a detriment. The satisfaction that they get from working in this field often gives them “just enough” to keep them in that job and they lose interest in that immediate desire to start their own venture. It can be a double-edged sword so to speak. READ MORE »
Performance gaps are those pesky realities that plague our workplaces with inefficiency and ineffectiveness. Gaps between what is and what should be, keep us from realizing what is possible. If you own or manage a small- to mid-size organization, you can probably list a few gaps off the top of your head.
The adage, “admitting there’s a problem is the first step toward fixing it” could be stated, “knowing there is a performance gap is the first step toward closing it.” But knowing that a gap exists doesn’t tell us what is causing it and what we should do about it. In order to close a gap, we have to have a process to evaluate the source(s) and develop appropriate solutions. READ MORE »