What does it really mean to have a great company culture? To most of us, it conjures up images of employees having fun in the workplace. Working very hard while still managing to have smiles on their faces. While fun is an essential part of having a great company culture, it is just one component. Strong company culture is composed of multiple ideals and principles that serve the purpose of taking the company to the next level. Without a strong culture, your team’s skills and talents would not be utilised to their highest potential. With that said, there is one aspect that is rarely mentioned when talking about company culture. Trust.
As the current workforce is mostly comprised of millennials, it is essential that you have a culture of trust. You might also be a millennial yourself. If you are, you are probably aware of how frustrating it can be to be restricted and not being able to do what you are good at. People not trusting you to be capable of doing the task at hand. Being constantly told what can and cannot be done. Building a culture of trust allows your team to stretch their creative muscles. It allows them to perform at their best. Give them your trust and they will move your company forward.
Did a team member do a great job? Commend it as soon as possible. Recognising a job well done immediately after it occurs is a great way of building trust. Avoid doing it through emails, chat messengers or phone calls. If possible, do it personally and publicly. A simple handshake or pat in the back will do wonders to foster trust and boost morale. Doing so publicly will also inspire the rest of the team to do better since you are showing that you value excellence.
If you want to build a culture of trust, you have to be transparent. One great way of doing this to have an open-door policy within your company. This encourages open communication between the managers and the employees. Monthly meetings with all employees and not just the managerial team is also a great way to build trust. Address all the issues and concerns of your employees as best as you can. If there is bad news, do not try to sugarcoat it. Instead, explain what happened and what needs to be done. Focus on the solution. If there is good news, congratulate everyone. It’s also a great idea to point out how success was achieved. It’s all about transparency and communication.
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