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5 Ways to Build a Strong Company Culture

5 Ways to Build a Strong Company Culture

What is a company culture? You may think of the trendy Silicon Valley companies with ping-pong tables and employees lounging on modern furniture, but the truth is, a company culture is any set of values or attitudes that define a business. Having a desirable company culture can help with employee acquisition and retention, productivity, and quality of work. Here’s are a few ways you can build a strong company culture.

1. Share the successes.

Employees want to know that their hard work is noticed and appreciated, so be sure to give credit where it is due. Don’t take credit for someone else’s success, and don’t allow other employees to do it either. Make it known that everyone should support and celebrate any success that benefits the company, even if they were not directly involved in the efforts leading to it. Creating this type of environment not only leads to higher employee satisfaction, but it will also build a stronger team atmosphere. The successes you reach as a company should be celebrated by all stakeholders in your organization.

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2. Be transparent.

Communicate often and honestly with employees. If an issue arises with an employee’s work, bring it directly to them instead of discussing it with others first. Prevent rumors from flying around the office by communicating company news to everyone with the same message and at the same time. Employees don’t want to feel like they’re the last to know about something taking place within the company. It does not take any time for one small rumor to turn into full-blown panic. For example, if a manager tells an employee that bonus pay will be cut soon, you better bet the entire staff will know by the end of the day. Communicate your expectations for job performance and office behavior in a clear and direct manner so everyone is on the same page. Trust is a necessary foundation for a strong company culture, and transparency is the way to build it.

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3. Make room for activities outside of work.

Build a stronger culture by scheduling time for your employees to get to know each other outside of work. This does not mean forced after-work happy hour but an activity outside of work that occurs during regular business hours. A group of employees that genuinely gets along with each other will be more productive and cohesive in the long run, so take an afternoon off to go to a local sports game or play a round of mini golf together. Is it the holiday season? Arrange for your team to buy Christmas gifts for a local child in need. Not only will this help employees bond, but it will make them respect the company more for giving back to the community. Planning an activity like this will show employees that your business is not just about the profit, but also the people.

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4. Feed into feedback.

Encourage employees to feel comfortable providing feedback. One of Google’s cultural characteristics is that an idea can come from anyone and anywhere. Take this approach and get feedback from everyone within your company on anything from which sodas you should stock in the vending machine to career development opportunities. Most importantly, do more than just ask. Listen to what your employees tell you and if necessary, take action, otherwise the goodwill you have created by encouraging feedback will be destroyed and only lead to frustration. No one wants to feel like their suggestions go straight into the trash can!

5. Practice what you preach.

No matter what kind of culture you’re aiming to build in your company, you must lead by example. If you want to implement an open door policy, don’t snap at an employee who stops by to ask you a question. Employees will look to you for guidance on how to behave, so you must act in a way that’s consistent with the culture you want for your business.

Although the values and attitudes may differ, one characteristic that remains constant among all solid company cultures is a strong leader. As you work on building your company culture, take this assessment by Joel Goldstein, President of Mr. Checkout Distributors, to determine what your strengths and weaknesses are as a leader.

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Last Updated on March 29, 2021

5 Types of Horrible Bosses and How to Beat Them All

5 Types of Horrible Bosses and How to Beat Them All

When I left university I took a job immediately, I had been lucky as I had spent a year earning almost nothing as an intern so I was offered a role. On my first day I found that I had not been allocated a desk, there was no one to greet me so I was left for some hours ignored. I happened to snipe about this to another employee at the coffee machine two things happened. The first was that the person I had complained to was my new manager’s wife, and the second was, in his own words, ‘that he would come down on me like a ton of bricks if I crossed him…’

What a great start to a job! I had moved to a new city, and had been at work for less than a morning when I had my first run in with the first style of bad manager. I didn’t stay long enough to find out what Mr Agressive would do next. Bad managers are a major issue. Research from Approved Index shows that more than four in ten employees (42%) state that they have previously quit a job because of a bad manager.

The Dream Type Of Manager

My best manager was a total opposite. A man who had been the head of the UK tax system and was working his retirement running a company I was a very junior and green employee for. I made a stupid mistake, one which cost a lot of time and money and I felt I was going to be sacked without doubt.

I was nervous, beating myself up about what I had done, what would happen. At the end of the day I was called to his office, he had made me wait and I had spent that day talking to other employees, trying to understand where I had gone wrong. It had been a simple mistyped line of code which sent a massive print job out totally wrong. I learn how I should have done it and I fretted.

My boss asked me to step into his office, he asked me to sit down. “Do you know what you did?” I babbled, yes, I had been stupid, I had not double-checked or asked for advice when I was doing something I had not really understood. It was totally my fault. He paused. “Will you do that again?” Of course I told him I would not, I would always double check, ask for help and not try to be so clever when I was not!

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“Okay…”

That was it. I paused and asked, should I clear my desk. He smiled. “You have learnt a valuable lesson, I can be sure that you will never make a mistake like that again. Why would I want to get rid of an employee who knows that?”

I stayed with that company for many years, the way I was treated was a real object lesson in good management. Sadly, far too many poor managers exist out there.

The Complete Catalogue of Bad Managers

The Bully

My first boss fitted into the classic bully class. This is so often the ‘old school’ management by power style. I encountered this style again in the retail sector where one manager felt the only way to get the best from staff was to bawl and yell.

However, like so many bullies you will often find that this can be someone who either knows no better or is under stress and they are themselves running scared of the situation they have found themselves in.

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The Invisible Boss

This can either present itself as management from afar (usually the golf course or ‘important meetings) or just a boss who is too busy being important to deal with their staff.

It can feel refreshing as you will often have almost total freedom with your manager taking little or no interest in your activities, however you will soon find that you also lack the support that a good manager will provide. Without direction you may feel you are doing well just to find that you are not delivering against expectations you were not told about and suddenly it is all your fault.

The Micro Manager

The frustration of having a manager who feels the need to be involved in everything you do. The polar opposite to the Invisible Boss you will feel that there is no trust in your work as they will want to meddle in everything you do.

Dealing with the micro-manager can be difficult. Often their management style comes from their own insecurity. You can try confronting them, tell them that you can do your job however in many cases this will not succeed and can in fact make things worse.

The Over Promoted Boss

The Over promoted boss categorises someone who has no idea. They have found themselves in a management position through service, family or some corporate mystery. They are people who are not only highly unqualified to be managers they will generally be unable to do even your job.

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You can find yourself persistently frustrated by the situation you are in, however it can seem impossible to get out without handing over your resignation.

The Credit Stealer

The credit stealer is the boss who will never publically acknowledge the work you do. You will put in the extra hours working on a project and you know that, in the ‘big meeting’ it will be your credit stealing boss who will take all of the credit!

Again it is demoralising, you see all of the credit for your labour being stolen and this can often lead to good employees looking for new careers.

3 Essential Ways to Work (Cope) with Bad Managers

Whatever type of bad boss you have there are certain things that you can do to ensure that you get the recognition and protection you require to not only remain sane but to also build your career.

1. Keep evidence

Whether it is incidents with the bully or examples of projects you have completed with the credit stealer you will always be well served to keep notes and supporting evidence for projects you are working on.

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Buy your own notebook and ensure that you are always making notes, it becomes a habit and a very useful one as you have a constant reminder as well as somewhere to explore ideas.

Importantly, if you do have to go to HR or stand-up for yourself you will have clear records! Also, don’t always trust that corporate servers or emails will always be available or not tampered with. Keep your own content.

2. Hold regular meetings

Ensure that you make time for regular meetings with your boss. This is especially useful for the over-promoted or the invisible boss to allow you to ‘manage upwards’. Take charge where you can to set your objectives and use these meetings to set clear objectives and document the status of your work.

3. Stand your ground, but be ready to jump…

Remember that you don’t have to put up with poor management. If you have issues you should face them with your boss, maybe they do not know that they are coming across in a bad way.

However, be ready to recognise if the situation is not going to change. If that is the case, keep your head down and get working on polishing your CV! If it isn’t working, there will be something better out there for you!

Good luck!

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