When your business has been suffering from an internal culture problem, it affects business operations in a negative way. People don’t communicate very well with each other and lack patience if the culture creates a pessimistic feeling in the office.
Once you have identified corporate culture as an issue in the business, the sooner steps are taken to improve it, the better. Here are some suggestions about how to make positive moves in the right direction to begin rectifying the situation.
Create a Benefits Package That Matters to People
If the current benefits package is something that most employees aren’t enthusiastic about or it doesn’t hold value to them, then it needs to be overhauled. Most likely it was previously created around what it cost and not what was offered.
The decisionmakers need to listen to what employees want with benefits. Benefits are not salary specific. It’s useful to selectively meet with small groups of employees to get their opinions on what matters to them with bonuses.
From these discussions, figure out a package of new benefits that will hold greater appeal. Bear in mind that each subsequent generation tends to value benefits differently too.
New Onboarding Process to Emphasis What’s Important
A new onboarding process must be created that sets the standard for the company from the beginning. The process needs to have an emphasis on what the company provides and expects from each new employee – even if the rest of the organization isn’t up to speed from a cultural standpoint just yet. Any new blood is a welcome addition.
Focus on how employees treat each other with respect and dignity. As part of the changes, any disregard of acceptable standards of behavior must be reported to the line manager and subsequently to the human resources team.
It’s a good idea to include some corporate-related items when bringing a new person on board. This may include a mug from a specially ordered set of custom mugs for businesses made by Grey Fox Pottery, a branded mouse mat and other welcome gifts to make someone feel part of the larger team.
Encourage Positivity and Cut Out the Negative Talk
The new standards of behavior must be administered not just for the new person, but everyone else. Lest a bad attitude infests the new employees and soon enough they’re brought down to this level or choose to leave because they dislike the working atmosphere.
If necessary, a new employee handbook and one or more meetings must be held with employees to sound out the new policies or the adherence to ones that were there but not maintained.
Managers must keep things upbeat and encouraging even if their natural tendency is to not be nurturing or open-minded towards other people. If they cannot make the adjustment, they too may need to be reassigned or replaced.
A certain vigilance about creating a happier, positive atmosphere is required to jump on negativity and turn it around. This must be done consistently to remind staff to not dwell on the negatives just for the sake of it.
Whilst changing the corporate culture won’t happen overnight, it likely won’t occur at all if the management doesn’t seize on the opportunity to rectify it. However, once employees see that things are changing, they’ll likely change their attitude and behavior along with it.
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