The culture of your organization, like its training, is one of the few elements that an organization can control completely. Like training, building an inclusive culture not only sets your organization apart; it is the element that makes good, great.
An organizations culture should develop and build its clients, customers, and associates equally. The greatest component of any organization is its people. The atmosphere needs to be nurtured, crafted, and built on respect and a desire to grow together.
This post offers suggestions on proven ideas that will help any organization. Each idea is doable, easy to implement, and can be modified and adapted to any type of organization.
Design, implement, and improve an on-boarding program for new associates (On-Boarding Tips). The process of instilling your organizations culture begins the first time they become aware of your organization and never ends, not even after they are no longer actively involved.
- Treat every applicant as if each was already part of your team
- Arrange for them to receive a starter kit prior to their first day. Consider the following as basic items in your starter kit:
- Their name tag and business cards
- Their training schedule and training manual(s)
- Uniform, if provided
- WIFI passwords,
- Swag for the organization
- A who’s who list
- An instructional video. A short video welcoming them, including basic instructions such as where to park, which door to enter, and a hello from their new co-workers. Effective leaders ensure that the owner or manager and their trainer greet each new associate on their first day.
- Although not part of the starter kit, their workspace and/or lockers should be tagged and ready for them to use prior to their starting date.
- Arrange for a tour and introductions as part of the first day orientation.
- Invite retirees and former associates back for selected functions and encourage them to “drop-in” after they have left the organization.
Performance Conversations at least once per quarter (Performance Conversations) Effective leaders and organizations do not use annual reviews. Effective leaders rely on interactive and frequent performance conversations to plan an associate’s development and to chart their growth within their organization.
Daily inspirational quotes. Finding unique and person-centered quotations can be a way to provide a needed boost for an associate or to let someone know the organization is supportive.
Staff music play lists. Most organizations have quiet but uplifting music playing in the background. Allow associates or departments to create themed playlists days. Having a “Country Day”, “Jazz Day”, “80’s rock day”, is a simple and effective way to make their work environment more personal and enjoyable.
Introduce a ‘dare to try’ award. (Encouraging Risk) Creating a company culture where failure is acceptable is critical to the expansion of the organization by letting people experiment and grow.
- Create awards for ideas that worked as well as for good ideas that did not work out is a great way to let people know that new ideas are encouraged.
- Encourage a culture of ‘risk taking’, perseverance and sharing openly.
- Failure is never the goal of a company, but failing and learning is better than not trying in the first place.
Create an internal mentoring program. Encourage existing associates to share and present ideas and “best” practices with their co-workers. Mentoring has huge benefits in associate retention and training and development and not only will your team learn from the best, your high performers will get even better.
Good Day/Bad Day. As a way to get an easy way to look at morale have a stack of tennis balls by the exit. Each day ask your associates to throw the ball into one of two buckets. One is the “I’ve had a good day today”, and the other is “I’ve had a bad day today”. Not only may they appreciate an anonymous way to let everyone know there is an issue, if used properly, it gives your associates a way to “vent” on frustrating days.
“Good job!” Board. Have a white board in the lunchroom and each day encourage each associate to write a “good work” message to any colleague who has “gone over and above” that day.
A paid day off for each associate and a gift certificate to a local business. Not only is this a classy tribute to your associates, it is also a great way to build community connections with other local business people.
Celebrate staff anniversaries. Small gestures of appreciation and year to year are important. Pay special emphasis to more significant anniversaries such as 5, 10, 15 etc. Acknowledge their time, dedication, and hard work and express the gratefulness of the organization
Create a library of self-help books, podcasts, and audio books. Encourage your associates to suggest titles and authors.
“Ideas and beers”. Many organizations are often too busy dealing with day-to-day issues to explore all the new ideas their associates have. Create a casual and safe location to encourage and develop fresh ideas and concepts.
Lunch and learns. Invite speakers into the office to discuss skills and to inspire people. Encourage your associates to make presentations themselves.
Each quarter have a staff outing after hours. Building team bonding can vary from having teams of associates competing in trivia night contests to staff potluck dinners to a softball game. Encourage spouses and partners to participate as a great way to bring people together outside of the normal work environment.
Help local charities and community organizations that are important to your associates. Helping local service organizations and charities is a great way for an organization to give back to the community it serves. Ideas could include:
- Asking anyone attending a company event to bring a non-perishable food item for donation.
- Having a payroll deduction plan for local charities
- Encourage associates to volunteer and/or serve on the boards of local charities
- Welcome associates who have children who are fund-raising for sports or schools to feel welcome asking for assistance from their co-workers.
- Provide social media support to publicize these groups
- Allow associates who are involved in minor sports or culture activities to leave work early if necessary.
Recognize the contributions of departing associates. Appreciating the contributions of departing associates is a key element of an effective culture. A formal or informal acknowledge of their impact is a classy gesture, as well as inviting departed associates back to organization events, where appropriate, only strengthens the culture of your organization.
Annual Rewards program. Publically recognizing exceptional people helps to reinforce an organizations strength of character. Examples of the type of behavior to reward may include; an associate with a perfect attendance record for the year, or an associate who has over-achieved their sales targets.
Embed the “right of first conversation” for associate’s who are considering leaving the organization. An organization with a healthy culture will appreciate that any associate may decide to pursue other opportunities. Effective leaders should either find ways to keep the associate or find ways to assist with the transition.
Organizations with a healthy inclusive culture will be more competitive and adaptive, regardless of their place in society. These are a few items that work but there are many more. Ask your associates for ideas. A profit-based sales organization or a not-for-profit charity will benefit when their people are actively engaged in a culture that stands out from everyone else.
Good luck,