FIVE SIGNS YOUR COMPANY IS DOOMED
As companies of all shapes and sizes continue to compete for world class talent, culture becomes a very important part of the decision-making process. People want a place where they can do their best and feel like their contributions are meaningful and their roles valued.
During my career, I have worked in a big company setting at Microsoft, and for the last two years I have done the startup thing at Porch. In both instances I have been fortunate to work with people who appreciate the importance of culture. But that isn’t always the case. There are companies that don’t value the importance of culture, which can result in a high turnover rate, disgruntled employees, and a lack of motivation.
Here are five signs that your company may need a cultural makeover.
1. A Lack of Patience
Building something great takes a lot of time, especially if you are working to solve a big problem that impacts a lot of people. Success does not come overnight, and you need to appreciate that the journey is the reward. You are going to have ups and downs, wins and losses, good days and bad days.
When people start to lack patience, they begin to make short-sighted decisions. Long-term strategies take a backseat to short-term problem solving as people lose sight of the big picture. When a lack of patience emerges, people tend to lose perspective and focus, which are vital ingredients for both business and cultural success.
When you can maintain a culture that understands this, you will see people exhibit the patience needed to ride out the tough times, as well as stay grounded during the high times.
2. Silos
For a company to succeed, silos must be removed so information and ideas are able to flow freely. Information is a powerful weapon at every level of the company.
Are people working on the right things at the right time? Are people aware of any strategic shifts that may impact their day-to-day priorities? Are people clear on how their work impacts others? When people can share without barriers, you create a sense of empowerment and collaboration that puts the company above individual business units and teams above self.
When you start to see silos form, tear them down. If people are starting to form cliques, change the office setup so people are not lumped together on their own islands. Publicly acknowledge and celebrate shared goals. Encourage cross-company mentoring and networking so people have exposure to other parts of the business. More than anything, give people a forum so they can understand how their work impacts the success of others and see everyone can help everyone else.
3. A Lack of Empathy
One of my favorite core values, and something I always look for in the people I work with (and for) is empathy. When people genuinely care about those around them and take a keen interest in making them better, the entire business benefits.
When you start to see people act in a way that compromises empathy, you will begin to see your culture fray. Accountability becomes an issue. People are more likely to blame others than help them. Kindness starts to become an absentee value, and people don’t feel like they can rely on others. When teammates start to feel like they cannot rely on others, you are no longer getting the best out of your teams. Empathy is the catalyst for world class teamwork. Don’t overlook it.
4. More Managers and Fewer Leaders
As a business grows, it is inevitable that more people will be put in positions of management. People who have excelled at whatever task they are responsible for are generally a great model for others to follow and learn from. If someone is succeeding, how can their acumen and style be passed on to others? In addition, management positions can be used as an incentive for motivating high flyers and people who are looking to grow their skills.
But management is different than leadership. When you start to have more managers than leaders, you start to lose cultural balance. Leaders can solve day-to-day problems, but they also set the tone for what is acceptable behavior through their actions. Leaders keep people motivated, grounded, inspired, and engaged. They correct bad behaviors that start to emerge within the team. When people are being managed vs. led, you’ll see productivity decrease.
5. A Decrease in Engagement
Employee engagement is a vital part of a company’s culture. It comes from everyone being on the same page, understanding the mission of the company, and knowing how they can contribute through the work they do. Great companies also give people tools to be engaged. Whether it is through all-hands meetings or technology that allows people to share feedback in real time (at Porch, we use TinyPulse), an engaged employee is one that helps make the culture great through their interactions and overall interest in every facet of the business.
When a company does not create a platform for people to be engaged, a job starts to feel like . . . well, a job. Employees don’t feel valuable. They don’t feel like they can go to anyone with concerns. They don’t feel like they have a voice. When employees start to feel like they are just a cog in the wheel, it will show in the company’s results. Not only will their sense of fulfillment and overall satisfaction dwindle, the business will suffer as distractions, worry, and uncertainty ultimately lead to a lack of productivity.
Watch for these signs to stay ahead of bad habits becoming the norm.