Your Company Culture Won’t Improve Until You’re Willing to Make Some Changes

What You Need to Know Today to Improve Company Culture Tomorrow

A disengaged employee can bring serious consequences upon your staff. These are the employees that miss severalcompany culture days, hurting your productivity. They may put a negative spin on your new ideas. They may be eager for converts, spreading a cynical viewpoint of all of your best intentions for the team. If negativity like this is spreading in your workplace, how can you turn it around and preserve your company culture?

Improving company culture isn’t easy, particularly because it often requires listening to some complaints that could hurt and require you to make some changes. Here are the steps you need to take if you want to win back your disengaged employees and create a positive company culture:

Start with your disengaged employees. Almost universally, a disengaged employee is an employee that hasn’t felt heard in a long time. Meet with them, find out what parts of the job or the culture have robbed them of their enthusiasm for their work. Encourage them to name specific policies, role changes or other particulars that have impacted them in a negative way. Once you’ve identified a few areas where your disengaged employee is frustrated, do everything you can to introduce the right tools and adjust processes to empower them to enjoy their job again.

Give your employees the opportunity to give safe feedback. Most employees won’t jump at the chance to give feedback at the end of a meeting. It’s just too risky. Instead, use an anonymous format to allow employees to be honest about what keeps them from being truly engaged. Use an online tool that not only receives your employee’s feedback, but also encourages them to provide some ideas for potential solutions or alternatives.

Make sure employees are certain there’s no punishment for feedback. It’s a gift every time an employee provides feedback rather than simply going to look for another job. It helps your company culture improve, it saves you the cost of hiring someone new and it encourages an environment where employees are heard. Talk frequently about your desire for honest feedback and regularly repeat your promise that feedback will never lead to punishment.

Respond to the feedback. If you encourage your employees to offer feedback, be quick to respond. Whether you can take immediate action or the problem is more in-depth and requires additional research or collaboration to take action, make sure that you are moving in a direction that resolves the issue. Otherwise, your employee will quickly interpret your silence as an indication that their opinion is not valued.

Take responsibility for your mistakes. If you encourage your disengaged employees to tell you why they’re frustrated, and ready yourself to hear from even your most committed team members about what they think isn’t going right, it won’t be easy to hear. It can be painful in the initial stages of developing a company culture that embraces employee opinions. Over time, though, you’ll get more practiced at hearing the hard stuff and taking responsibility for areas where you’ve steered the company in the wrong direction.

Once you’ve established a company culture, invest in the future. As you continue to hire people, you’ll want team members that are engaged with your company culture from the start. That’s where a tool like the Predictive Index comes in. A behavioral index gives you objective information about what motivations and tendencies guide a candidate’s decisions and behaviors. As you add new team members, you’ll continue to build a company culture that keeps employees engaged and excited about the future.

For more information about building a solid company culture with tools like the Predictive Index, give PI Consulting Group a call. From initial hiring to optimizing talent management strategies, PI Consulting Group can help you ensure the success of your company and create a company culture that attracts the best talent.