Quick Tips:
Jump Right In to Create A Great Place To Work

Great Move! Join the thousands of companies that use their winning culture as a competitive advantage! Look at Starbucks, Zappos, Southwest Airlines, Jet Blue, and Google that are known for their great cultures. This translates into an optimal customer experience, a great work environment and higher profits than their competitors.

We're glad you get the “WHY”. This is the “HOW”.

The best way to jump start a transformation is to have a positive attitude, be deliberate in action and over-communicate!

We often get asked if a winning culture an actually be created at any point in an organization's existence. Leaders often think that this environment can only be created in new companies, start up tech companies, or small businesses. The answer is that it can work at any organization when the leadership is ready to make a change.

Mercedes- Benz USA went from an organization with low employee satisfaction to soar to #15 on the FORTUNE 100 Best Companies to Work For list in the midst of a crippling recession after implementing a “culture turnaround”.

When a new CEO came on board at Assurance, a 54-year-old insurance firm, the company was at a crossroads. "Company financials were not sustainable for the long term and changes were needed in order to ensure long-term viability for the firm.” These shifts included improving the company culture to focus on happiness and engagement. Assurance became of Chicago's top places to work.

Chevron differentiates itself from other energy companies through its company mantra The Chevron Way, practicing safety first, being supportive, and putting team members first. They consistently get strong reviews on Glassdoor.com which makes them attractive to job seekers.

Transforming your organization's culture does take time and energy, as well as discipline to continuously remind your team of your vision and values that should be used to drive decision-making. Over time, these new behaviors becomes the norm and you will see the benefits across all metrics. But getting there can be bumpy.

Most people do not like change in any aspect of their lives. You are dealing with people, so turn up your Emotional Intelligence and Interpersonal Skills to high and get going.

1. Lead with strength and authenticity. Have a concrete plan and goals that that are SMART…

Most organizations are home to a range of personalities, skills and temperaments. As a leader and a change agent, it is vital that you understand how to motivate and inspire all types of people.

2. Communicate honestly and consistently. Know your stakeholders groups and ensure you're connecting with each of them the best way possible

Be clear on:

Why you're doing it: Vision, Values and Goals must be well-defined

How its being done: Tactical: plans and time lines

Who is involved: Remember you can't do this alone! Get the right people involved. Remember, you need people representing all areas of the org

How its being measured: Set KPIs and create dashboard in advance. Be transparent!

3. Though communication is paramount, Actions speak louder than words. Actually follow through on the activities you've talked about it. (As obvious as this seems, I can't tell you how often I've seen leaders speak about making amazing changes and NEVER follow through. This makes things worse!)

4. Get some Quick Wins” to validate your plan and communicate positive outcomes!
Pilot one or two initiatives in one department to validate efficacy and work out any kinks...and provide results and great stories to change the collective mindset.

The power of small wins, deemed the “progress principle” asserts that “making progress in meaningful work” potentially increase motivation more than any other factor.  By leveraging the progress principle, you can help your employees feel connected to the larger success of your company, which, in turn, will encourage them to work harder and be more personally invested.

5. Encourage Ownership
Everyone has a role to play (formally or informally) in creating a winning culture. Some will have formal responsibilities for managing activities, monitoring progress or supporting teams as change agents. Others must still be involved by adapting to the changes, providing open feedback, supporting colleagues who may be struggling.

6. Reward & Recognize good work. Don't just have an R&R program. Integrate R&R into your culture, something that people feel proud of – not just getting a movie voucher or a company T shirt.

There are many other culture builders, but these are a few of the most important ones to include kick off with.

Everyone deserves Happiness at Work! Create a winning culture to increase performance, productivity and profits. Everyone Wins!