This post is a sneak preview of the newly-released fifth chapter of my free eBook, “How to Cultivate Success in Real-Time.” Click here to download the full thing.
Realizing the Difference
Companies that have allowed organizational culture to evolve without guidance often suffer from many of the same problems and issues. They start out as fun places to work where everyone is goal-driven and focused on the same objective, but degrade to become places of despondence and conflict. Often, each department, division or team has a different culture. Power struggles are a constant factor and internal politics drive many decisions.
The more conflicted your organizational culture is now, the more effort it will take to turn it around. A quick comparison of common characteristics found in companies with poor cultures versus those with high-performance cultures will have you itching to get started soon.
When Culture Drags You Down
Some of the challenges that companies with damaged cultures may face include:
Unpleasant Work Environments – This can present itself in a number of ways, including personnel conflicts, power struggles, interdepartmental disagreements, increasingly negative attitudes, a continuous increase in the volume of customer complaints, and having employees who are despondent or “sluggish.”
Output Chaos – With output chaos, production suffers and customers can’t be managed. Symptoms often include erratic scheduling, inconsistent order timing, a dearth of projects or customers on the horizon, an unexplained decrease in the overall number of clients, cash flow problems, rampant indecision, and inconsistent and/or deteriorating output quality.
These are just a few examples of the problems that companies with negative cultures face on a daily basis. These companies wrestle with a constant disconnect between what the leadership wants and what actually happens. No matter how hard managers push, nothing changes in the long run. Although companies with poor cultures may have periods of great financial success and growth, success cannot be sustained.
Winning with Exceptional Culture
There’s no such thing as an organizational utopia, but businesses that have committed the time and resources to cultivate an exceptional culture reap the rewards of their efforts. Many companies have turned themselves around, avoided bankruptcy, and found prosperity instead. Some companies have become the stars of their industries. While not an iron-clad guarantee of permanent success, building a high-performance culture has proven to be one of the most sustainable and profitable long-term business strategies for countless organizations.
Some of the hallmarks of a company operating with an exceptional culture are:
Excellent Retention – Employees tend to stick with a company that recognizes their talents. Celebrating champions and encouraging employees to excel in every avenue of life (both personal and professional) can be clearly measured internally and externally. Companies with an exceptional culture typically have extremely low turnover, and competition among outsiders for new jobs is intense.
Solid Growth – Although even companies with poor cultures can experience growth, they usually can’t sustain it. Exceptional cultures breed success, and the best indicator of this is above-average year-over-year growth, even in volatile markets.
It’s hard to assign a direct return-on-investment for how exceptional cultures help organizations as a whole. Suffice to say, when you look at healthy well-rounded businesses, culture is the difference-maker.
Download the full chapter of How to Cultivate Success in Real-Time for free at http://resources.tribehr.com/culture-difference-maker/.