Building cultures is not a science. In fact, it is a fairly mysterious process that when done well is capable of uniting he energy and emotions of the entire workforce in a single, focused direction. Anyone who has ever been exposed to such a culture can tell you that they can accomplish magical levels of service.
Just as often, however, culture-building efforts fail, resulting in good intentions that don’t reflect any existing reality.
While there are no guaranteed formulas for creating a performance culture, here are some insights from your friends at Dale Carnegie Training of Michigan that you can use in the development process:
Keep it simple — Everyone must feel comfortable with the culture. Leave room for individuality and personality.
Make it global — Everyone at the site, including management, must buy in.
Make it measurable — Create specific guidelines and make them a part of the performance assessment process.
Provide training and coaching — Incorporate the elements of the culture into employee training and ongoing performance coaching. Encourage peer-to-peer coaching.
Solicit feedback and ideas from the team — Foster a sense of ownership and expand the pool of creative input by allowing employees to contribute to the process.
Recognize and reward performance — Build employee motivation through format and informal reward and recognition programs.
Remember that the creation of a set of shared performance values is intimately connected to the establishment of vision and mission. For more information attend Dale Carnegie Training’s “Effective Communications & Human Relations/Skills for Success” in a town near you!
This post is brought to you by the good folks at Dale Carnegie Training of Michigan, providers of professional development and management development courses and information in Michigan. We would love to connect with you on Facebook!
Send to Kindle