by Guest Blogger – Jodie Nevid
The culture of your workplace is contagious… it infects your people and your people infect it! I am a great believer in not falling victim to your circumstance or surrounds… however there is only so long anyone can perform and stay in a toxic culture. Culture grows both ways; from industry to individual and vice versa. It will grows regardless, the key question is; how does your culture grow? Is it managed like a well-maintained backyard or is it an overgrown nightmare that no one dares enter for fear of what lies beneath?
Often thought of as the ‘soft stuff’, many think to drive a great culture you simply introduce a bit of fun… an end of quarter BBQ, team bonding workshops, social drinks, morning tea and so on. However a valuable and viable culture is much more than “a fun place to be”. Culture drives high performance and therefore has a direct impact on the bottom line.
Commonly culture is one of the most under valued and under managed assets within an organisation, left only for consideration once it gets ugly! This leads to reactive ad hoc ‘Band-Aid’ type solutions. It delivers shallow, short-term results to deep, long-term issues.
A high performance culture is developed strategically and proactively. It is integral to the overall business or your organisation and encompasses all facets within. It is designed to purposely develop, attract, and retain high performers. It’s a culture where people intrinsically ask questions such as:
- How could we do it faster and cheaper with less effort?
- How could we improve this even if just by 1%?
- How could we simplify things?
- What will we quit to free up time and energy?
- How can I assist / support those around me?
Just as high performance leads to profit, the cost of an underperforming or reactive culture can be catastrophic.
What is your culture costing you?
- Can’t attract great people = Long and expensive recruitment campaigns
- No clear culture strategy = Hiring the wrong people for the wrong reasons
- Fear of managing performance = Continuous lowering of standards
- Can’t meet regular deadlines = Being over budget or programme consistently
- Don’t invest in skills development = No staff engagement or commitment
- No coaching and mentoring = Confusion, insecurity and a lack of trust and role clarity
- Can’t retain A Grade staff = lose them to a better competitor culture…
….and start the cycle again with long and expensive recruitment campaigns!!
All too often an investment in transforming culture is seen as a nice to do, rather than a NEED to do. If you are not managing your culture as an asset it could be at the expense of everything else!
Is your culture an asset or liability?