Recently, I caught up with a friend who happens to own a medium-sized business. We stumbled into the topic of recognizing and demonstrating appreciation for one’s team members. At his company, appreciation can look like a turkey sent to each household at Thanksgiving or taking the time to sit with each employee and ask about their week. In my time at Tractor Supply Company, I saw the impact of a simple pat on the back – or, when appropriate, public recognition at a convening for thousands of employees. In a simple conversation about our professional lives, my friend and I fell backwards into a discussion of workplace culture. If you are a current or aspiring organizational leader, this is a topic that should be at the front of your mind, too.
Culture has an enormous impact on business, but it can be difficult to measure. In my experience, you know a strong organizational culture when you see it. High morale across the team and positive reviews on customer relations? We are probably talking about an upbeat culture. Constant employee turnover? You almost certainly have a culture problem at your workplace. One of the key building blocks of a strong culture is listening to your people and showing that you care about them. When you know your employees and show them that you care, they are more likely to stick with your organization and go out of their way to help your business be successful.
Another key to a strong culture is coaching and teaching your employees so that they can be productive and feel confident. There is certainly a business case for increasing productivity; but at the same time, playing a role in boosting a team member’s confidence will only improve their respect for you. When that employee takes your coaching to heart and hits their first big goal, be sure they are recognized! Never forget that recognition is the number one motivator. The acknowledgement of good performance goes a long way in building a positive work environment.
Ultimately, workplace culture starts with leadership. Those of us in leadership roles set the tone by modeling the behavior we expect. If we expect our people to be on time, we must also be on time. If we expect our employees to be professional and polite, we better make heavy use of “please” and “thank you”. Remember that leaders are always on stage.
Whether you are a CEO or a shift supervisor, you have a direct impact on your organization’s culture. Recognize your people, get to know their strengths and suggestions, and always remember that your own actions should reflect the atmosphere you hope to create.
published Nashville Business Journal
