What To Do About A Weak Organizational Culture
Posted by Doreen McGunagle on Fri, Dec 02, 2011 @ 07:00 AM
Growing Your Business | Global Strategic Management Solutions
Business executives and administrators know that they need to strengthen a weak organizational culture so that they do not have high turnover rates within the company. How the employees feel about their job, their employer, their supervisors and the work they do all tie into what kind of culture the organization offers. There are some ways that executives can be sure their employees are happy and secure in their position.
The best way to keep up the morale of the employees is to bring them together through different enjoyable activities. This could mean holding a company picnic or having a big lunch delivered for everyone in the office. It could be that employees need to feel more valuable to the company and rewards need to be offered to the best employees. When employees are shown that they are appreciated by their employer and their supervisors, they are happier to come to work and do their job well.
Incentives may be focused on the individual employee or an entire group of employees. Supervisors of certain departments may be seeing a lack of quality or dedication in their employees, requiring an overhaul of the procedures done by that department to make the employees work more productively. In a situation like this, incentives should be tailored to what would be most welcome by those particular employees.
If there is time to center rewards and incentives around particular employees, there are ways to hand out specific rewards to those employees without losing the trust or dedication of the others. One employee might enjoy a day off work to be with their family while another would prefer not to be forced into a day off. Often, the work that needs to be done will not accommodate a day off of work, and a monetary reward is more suitable.
In a time when the economy is not great, monetary rewards, such as bonuses, might not be available to the company. Small businesses that run on a tight budget need to keep the morale of their employees high and the culture of the company strong. These companies must think of creative ways to let their employees know they are valued.
To ensure the company is hiring someone that can fit into the culture well, the hiring managers should ask the right questions of potential employees. Bringing in someone new can disrupt the natural culture that is already within the organization. If the managers feel they have hired someone who will fit in well, they do not have to be worried. Sometimes a little additional training and knowledge about the organization can also create a welcoming environment for a new employee.
People who are seeking jobs within a well-established organization should make an effort to work with whatever options the company offers them. They will want to fit in and feel comfortable in the office, so it is a good idea for them to study the existing culture. They might want to ask questions if they are confused about any part of it.
Strengthening a weak organizational culture can be a time-consuming job if the supervisors have let the problem get out of hand. A high turnover rate is a sign that something is wrong. Unhappy employees are rarely quiet about it, so the executives should do whatever they can to change the situation as soon as they are aware of it. An organizational culture assessment is a great tool for following the trends in the organization. It allows you to track a weak organizational culture that ensures the best long-term changes for your bottom-line.
