Culture is one of the most critical issues in a business for long term growth and sustainability. Business that have a strong company culture perform better than those don’t have. Many organizations often look at higher turnover rates and are convinced that the issue with low revenue is as a result of the quality of their workforce. However, that is not the real cause of turnover rates. High turnover rates as well as operational issues may be a reflection of bad company culture. To fix an organizational culture, you must start from the top. There are several ways corporate leaders unwillingly erode trust and create a toxic company culture.
Encouraging Hasty Hiring
A bad hire is not good for any company. Some veteran staff will be force d to work a little bit harder to carry bad hire dead weight, and few established teams want to adopt new member who doesn’t add any value to company culture. While it might be a little bit tempting to cut corners as far as recruiting for positions is concerned, it is never a good idea to fill in some positions that quickly. There will be far too much at stake, so never take chances with new hires. There should be a comprehensive company-wide background screening policy so as to mitigate the risks and verify information that candidates provide before making a hire. While screening for future employees, always do so in a way that correlates to their prospective duties and responsibilities.
Showing blatant favoritism
Awarding a favorite employee with promotions and bonuses and leaving others out may be a huge recipe for chaos. You should never ignore when a certain high performing employee breaks the dress code. You should never look the other way when a certain important team member keeps irregular hours. All these kinds of behavior will lead to a lot of frustrations to other employees and will leave some feeling neglected and unmotivated. Humans are innately biased so it is important to show leadership when it comes to making decisions. One of the best ways to avoid inherent biases is by practicing decision making across multiple and diverse platforms.
Bucking the spirit of teamwork
A company’s leadership might often mistake cooperation with collaboration. Cooperation involves individuals working independently alongside each other while collaboration involves collective work. Cooperation leads to individual achievement and this can breed unnecessary competition and contempt. On the other hand, collaboration create a culture of sharing where individual success is reliant on group success. Building a collaborative spirit starts by creating optimized communications. Having a central place for teams to collaborate, brainstorm and exchange ideas and keep track of progress is a very important thing.
Another key issue is encouraging gossip. Gossip is simply an element of human experience but it’s one that most managers frequently ignore. Depending on the gossip, and whether it is about personal or company matters, some managers may even engage in it. A certain amount of gossip will always exist. Managers need to work at preventing unnecessary rumors from spreading and ensure there are clear lines of communication to ensure matters are not taken out of context.