Wednesday, December 2, 2015

COMPANY SPECIAL.......Does Your Company Culture Work For You?

Does  Your Company Culture 
Work For You?

When I wrote the article 
Delete Stress from Your Life, reader RT posted
an angry but accurate comment: 
All the gyan is only for the employees to 'manage' themselves to cope with stress. Isn't it a fact that corporations'/employers' practices lead to huge & avoidable stress on employees? Their obsession with profits & greed also needs to be scaled down to make workplaces happier than what these currently are.

I couldn't help but agree with him. When organisations place too much
emphasis on numbers, the human factor often gets lost.

With the growing focus on company turnover, sales figures, app ratings,
or TRPs, employees eventually feel less human and more like machines…
who must keep producing…never to be appreciated for their individuality
 or unique contributions. 

What makes a great workplace?

Sooner than we think, the workforce will be taken over figuratively
(and literally for some industries) by robots, people merely performing
tasks like zombies in front of their screens, unable to respond emotionally
 or intellectually to the world around them...unable to even
say a few good words to their colleagues.

Employee disengagement is a big issue today. 

And managements of corporations are using every trick in the book
 to retain employees and keep them productive. Office picnics to exotic
 locales, in-house yoga sessions, snooze rooms, and even perks and
healthcare benefits for the family are some strategies they use to curb
 attrition and alleviate stress.

To survive and thrive, companies have realised that they must above
all care for the well-being of their employees and promote a good work-life balance.

An irate customer is out of your control, but an irate employee
definitely is. 

That's probably why 
these words of Richard Branson ring true:
 'Take care of your employees, and they'll take care of your business.'

The world is seeing a paradigmatic shift in organisational culture.
Everything seems more fluid and intangible, but ultimately more uncertain. Employers and employees are witness to a rapidly changing business ecosystem with fewer coping mechanisms.

Decision-making is much quicker, yet its impact lasts much longer...
One slip and the customer will immediately replace a service provider
 or product with any one of the multitude of options available in the
online or offline market.

Insecurities and uncertainties now abound in every kind of business.

Old-school businesses have to 
update their ways of thinking and operating
 to become more nimble. Meanwhile, start-ups have to become more
stable and trustworthy in the eyes of their young employees and investors.

Roles are being reversed, structures have dissolved, and traditional ideas
of 'acceptability' have become blurred for many in the corporate world.

Does this all boil down to company culture? Very often it does. 

While the culture of a company cannot be clearly defined in most cases,
one does get a sense of it. Within a few days of working in an organisation,
 one can instantly know whether an organisation is more people-driven 
or more process-driven, whether it is hierarchical or flat, whether a
company will reward soon or delay the reward.

So how do you decide if an organisational culture works for you or not?
And how do you as an employer or employee create a culture that is
more inclusive, less stressful, and allows growth for every individual within it?

Here are some questions that may help you set the tone...

Is your company culture open to change internally and externally?

Today, a company culture is more likely to survive if it is porous and
opens itself up to influences both from within the organisation and outside
 it. It must provide room for change and be open to diverse voices.
For instance, are important decisions in your company taken collectively
or unilaterally? Is only one department considered or is everyone
represented equally?

Is your organisation keeping channels of communication open?

There's a great line in 
this article: 'Show me a company with great
communication, and I'll show you a great company.' Communication
very often has a direct correlation with success. Companies with an
open door policy (or a no door policy) and inclusive meetings are
probably less structured, and consequently, less stressful.

Is your organisation promoting team growth or individual growth?

When the organisational focus shifts from 'star performers' to teams,
 the organisation will see more harmony and a lot more intrapreneurship.
One benefit of working within a great organisation is the knowledge
that you have amazing colleagues to learn from and lean on. 
Teamwork is pivotal to employee growth.

As Glassdoor Career Trends Analyst Scott Dobroski wrote on his 
blog on Forbes, 'Employees are speaking very favorably about working
 at a company that's supportive, motivational, very team-oriented, 
and just fun.' 

That brings me to the next point...

Is your company having fun?

An uptight company lacking in laughter and good cheer is not a place
you can work at for long. Breaking together for lunch, collaborating
and exchanging notes, and feeling at home enough to express yourself
with your colleagues makes for a great workplace. Team-building games
and the occasional celebration are good ways to break the monotony
and encourage collegiality.

Is your work impacting the world? 

For many of us, growth isn't just about hitting numbers and building
new products; it's about doingwork that contributes to a better world.
When a company serves a larger purpose and actively contributes to
society, either through its corporate social responsibility or its values
(green practices, for example) or its end product, employees will feel
a greater sense of pride and belonging. And this will keep them motivated
 when they're feeling the stress of their responsibilities.

The article, 
10 Examples of Companies With Fantastic Cultures, expresses
 this idea well with the example of Twitter, which ranked fourth: 
Workers rave about being part of a company that is doing something that matters in the world, and there is a sense that no one leaves until the work gets done.

Work is never really finished. Thus, it is the job of both employers and
 employees to reduce the levels of stress, create a culture that promotes
work-life balance, provide opportunities that challenge everyone
intellectually and creatively, and give a sense of purpose to the work
that makes everyone want to rise above the call of duty.

As they say, if you love your work, it is no longer work. 


By Ritika Bajaj

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