Fostering a positive workplace culture is just as important as building a business plan and strategy – would you try to run your business without putting the effort into those 2 elements??
Whether you’re running a HR team or your own consultancy, you know the vibe you’re looking to create. Think of your culture as the personality of your team/business, by defining your beliefs, values, and attitudes from the very start, this will ensure that those around you jump onboard from the very beginning.
As you’ll know from last week’s blog, a positive workplace culture attracts and retains talent within your business, and it impacts on things like employee engagement, performance levels, and job satisfaction.
Culture trumps strategy…
These were the words out of the mouth of a big coach I was listening to recently, and I agree.
There’s no point focusing on strategy if you give no time and attention to the culture in your organisation. You might have the most amazing strategy in the world but is it going to work if the culture in your organisation is rubbish, if your workforce is totally disengaged or uninterested… no, of course it isn’t.
Part of the reason I moved into self-employment was so that I could help many other businesses with creating their own vibe. You see, it’s not just as simple as a few chats, change of tone in emails and a breakout room offering games, pool tables and free pizza on Friday’s. Everything in your business impacts your culture from policies and procedures through to leadership and people.
This is why spending time on evaluating every area is time well spent – are your policies, procedures and practices serving you well? Do they support the vibe you’re looking to create?
Buying off the shelf HR and legal packs are a great way for small businesses to get started, and here at MPC our memberships can provide all of that, but don’t be afraid to change them to suit what you’re trying to create. Just because others in your industry do things a certain way doesn’t mean you have to. Be the change you want to see! I would add that getting professional advice around any legal, contractual or policy changes would be beneficial to ensure you don’t encounter any employment issues down the line.
As HR folk we are in a fortunate position to be able to shape and encourage the adaption of a positive workplace culture, remember though this is an ongoing process – Workplace culture should and will change with the business needs if it’s kept in focus.
One of the best ways to understand if you’re hitting the mark with your culture is to carry out a regular temperature check within your business. This can be conducting and employee survey, hold discussion forums, and ask for regular feedback. These can help you spot any gaps or potential issues you may have. It’s so important to keep communication channels open and prioritise your culture with your leadership teams.