Mistakes You Should Not Commit When Handling A Remote Workforce

There are differences between handling a remote workforce and managing a conventional team. Remote workforces come across several different challenges, and a lack of strong leadership possibly makes workers less active, lacking in commitment, or even close their communication lines. Here, we will discuss some of the mistakes that remote managers commonly commit. It is not an easy task to handle a remote workforce; managers have to overcome several hurdles. Avoiding the following mistakes will simplify your job as a manager, and it will allow you to get a much more effective workforce.

Not Remembering Frequent Performance Reviews

Whether or not they are remotely-based, every worker requires frequent feedback, criticism, and words of approval. Besides the recognition, workers require support in addressing potential areas of improvement. Frequent reviews of performance are a means to make them continuously strive and to confirm that they put in their best efforts throughout the year. You should contact your workers to talk about their performance at least quarterly. Send emails to them with comprehensive feedback or do a conference call with them. It does not take require a lot of time to do these, and they are likely to bring about great results.

Disregarding Team Interaction

There are few positions as isolating and secluded as remote positions. Team members are likely to think that they do not know their colleagues sufficiently well to talk to them about doubts or concerns. For changing this, execute frequent team interactions, like weekly questions to aid workers in getting to know each other, weekly internet-based games, and monthly lunches through video conferences.

Being Weak In Your Communication

It is important to communicate with team members who are away from your main office. When starting a project, you must talk to them about relevant details to get amazing outputs. Even when there are best intentions, hurdles can come about,  possibly causing many days of dialogue in order to deal with the problems. Stay on hand to your workforce and reply to them to make every member as effective as possible, plus to reduce friction which possibly causes discontent and frustration. Implement effective systems and tools for communication, plus inform your workers about when you want them to reply to you.

Micromanaging

Several workers move to remote roles due to the liberty that these positions have. You would like to establish what you expect from workers from the get-go, but give them a certain amount of leeway. When you let employees work at whatever time is appropriate for them, try not to be disappointed over not receiving quick responses to your emails. Mention the things you expect from them in your ‘work from home policy’, and give workers freedom, provided that they fulfill those things.

Recruiting Too Fast

All people are not suitable for remote roles. Some workers might want to mingle with others and enjoy a conventional office culture, or they might not have the discipline for remote work. Look to recruit people who have remote work experience and who showed their ability to fulfill the requirements for this form of work. Also, avoid hiring any person who approaches you for jobs.

Essential Tips To Manage Your Team Effectively During Trying Times

Difficult times like a global economic crisis or unexpected pandemic tests people professionally and personally. Businesses have to prepare themselves to face tough times that are coming ahead. The business team has to be well equipped to maintain unexpected uncertainties that could even bring an end to the whole company. The survival of a business depends on the ability of the team to stay atop of challenging situations.  

Covid-19 pandemic is a global threat that puts nations through the toughest of times in several years. Here are a few tips that will help contribute to better team management during trying times.

Stay Calm

Panicking is not the solution to any problem. The only thing we can do now is to focus on moving forward by adopting changes that the situation demands. Keeping in mind unpredictable situations that could come up in the future is important but fear of daring a move is going to be detrimental for the business. Operate from a solution-oriented perspective to clear up your mind to think creatively and strategically. The rational thought process you use to encourage your team will contribute to its productivity.

Task Forces

In an unexpected situation like COVID-19, the departmental priorities and individual responsibilities may not be the same as that of the times pre-crisis. They will undergo a rapid change that in itself is a challenge to the business team. Some skills get more attention as its importance keeps increasing, and employees may have to work more closely with the team to overcome the industrial challenges and adapt to the changes that came into effect.

Things are moving at a rapid pace now and we would recommend Slack as a solution for brainstorming, real-time updates, and for requesting information. We view a few of the virtual groups that are active at the moment as task forces that offer diverse expertise and help build a sense of ownership. When employees see that their ideas are given the attention they deserve and are put to action, they are motivated to continue delivering out of the box ideas.

Empathize

After all, the whole world is threatened by the crisis and it is important to realize that we all are human and will have fears and worries about the unpredictability of the current situation. Leaders have to empathize with the employees and realize that they have a life outside the office, meaning that they would be battling professional and personal challenges. They would be worried about the safety of their loved ones but still manage to show up for work (even if remotely) forgetting all the personal worries and give their best to the success of the business team.

Business owners have to realize that everyone would be delivering the best by staying within their physical, emotional, and mental parameters. It is important that you communicate with your team personally and realize that understanding the circumstances of each person is crucial in improving productivity and encouraging mutual respect.

The power of face-to-face interaction is proven beyond doubt especially in trying times. Due to the stay-at-home protocol enforced in several countries, many are isolated and human connection is crucial in a time like this.

Realize The Importance Of Communication 

Business strategies have globally shifted across all industries and the business environment is not the same every day, as so much is happening around us. As the priorities keep undergoing continuous changes, the management has to take those changing priorities seriously, deploy the tasks to a broader team, and guide individual work when priorities shift.

Now that workplaces have shifted to remote platforms, where individual employees work from the comfort of their homes, there is an increased chance for directional messages getting miscommunicated or even worse, not communicated at all. Leaders have to focus more on transparency so that employees develop a sense of teamwork. When the team stays informed about important decisions at the executive level, their dedication to the work they do increases by multiple folds.

To ensure that everyone who is part of your team gets every key message, you would have to keep repeating the same points during internal team meetings for quite a while. You would be going on and on about the team objectives and key projects via the communication platform that you use. You may find it overwhelming, but remember that most people are only getting this information once or twice and it is not going to exhaust them. Always be open to questions, innovating ideas, and important conversations.

Be Prepared For The Future

Even if your company has been thriving in the competitive business world for long with a team of experts who come up with innovative ideas, the possibility for a temporary shutdown still remains. That is how the situation is. This challenging time will affect various departments in your company differently. Some team members will end up having nothing much to contribute at the moment. That does not mean they are not valuable.

It is the time that you start thinking of big strategic work that you kept postponing to complete more urgent projects. You have to learn to use the current less busy business environment and invest the extra time you get to future-oriented goals so that the future success will compensate for the losses that you might have to face now. Sometimes you may have an idea in mind that needs to be developed. Invest your time in giving shape to the idea. Certain departments have to hold strategic meetings to identify key goals for the upcoming year.

Ways To Inspire The Sales Team To Achieve Their Objectives This Year

Exhaustion due to prolonged stress in sales is an actual phenomenon. As per LinkedIn’s data, there is about 34% annual turnover in this field. That said, exhaustion is beyond a retention issue. The task of selling is taxing, it involves much pressure, and even high performers face many problems in it. Therefore, slowly developing sales is not a sign that your business has incapable employees. Instead, it is a sign that there is possibly no fine incentive system in place for those high-performing sales representatives.

The main sales incentive is in the form of money, and it will possibly remain so. Then again, it alone will not inspire salespeople to strive to achieve their goals. This would be the case, especially, in the event, they think that their leaders are not recognizing their considerable effort in sales. Leaders have to treat salespeople with importance for the things they do instead of merely compensating them.

There is no better way to tackle the exhaustion of salespeople and motivate them to achieve fresh objectives than making appreciation a part of your company culture. Giving gifts is a potentially influential element of its culture. The only thing is that presents should be worthwhile for them. Here, we will explain why giving gifts is an excellent motivating factor for salespeople, and will give you suggestions on implementing an incentive program based on presents.

Encourage An Appreciation Culture By Means Of Gifting

The work of an excessive number of salespeople often goes unrecognized. As per a study by the Harvard Business Review, 82% of US employees do not think that those who supervise them appreciate them sufficiently for the part they play in making something happen. This is negatively affecting their performance: a further 40% said that they would use more energy when working, in the event they were appreciated more frequently.

When you acknowledge the efforts of workers and reward them, they will have an extra drive to achieve bigger things. Recognition culture will serve the dual functions of inspiring people and reinforcing what achievement appears to the workforce at large.

No other form of acknowledgment will strike a chord just as well as a meaningful and timely present. Besides recognizing salespeople’s contributions, it will show that you value them as people, not only as true workhorses who close big deals.

There are other influential non-monetary ways to encourage salespeople such as through healthy competition, verbal recognition, and displaying the names of high-performers on a big board. These are three ways for leaders to acknowledge the achievements of salespeople and make them energetic enough to remain determined and engaged. That said, presents encourage them on a different level.

Take for instance quickly-growing companies that have high revenue. The Incentive Research Foundation discovered that these entities are 30% likelier to notice that their rewards and recognition programs are effectively affecting worker behaviour.

Tips And Ideas On Building A Purposeful Present-Based Incentive Scheme

The complication in a recognition culture based on gifts is that organizational snack cans and swags will not encourage high-performing individuals to accomplish fresh objectives. Instead, it will have to include the presents that convey the company’s gratitude truly and in a manner that its sales personnel will appreciate.

Present Them With An Experience Worth Remembering. Do you know whether your salesperson has been desperately wanting to do something, like, say, dining in a particular restaurant or rock climbing? If yes, give him or her a voucher that allows them to dine there or maybe give them a free pass to a rock climbing gym.

Give A Present With Enduring Value. Choose a present that the person from the sales team may appreciate and utilize repeatedly, like a plant, notebook or calendar.

Choose Something That Can Do Good. Every worker, particularly Millennials, have a strong feeling for society- and environment-related causes, and they wish for their employers to care about these things as well. Give a present that has a potential impact like the following.

  • Granola prepared by women employees who have survived maltreatment.
  • Artisanal beach towels produced by an organization that provides some of its profits to companies involved in marine conservation.
  • Wine stoppers handblown by teenagers who are affected by gun-related violence.

Give Them A Break From Work. The best gift is occasionally time off for people who work hard in order for them to reflect and return to work with a stronger will to do more. Motivate salespeople who are trying tirelessly to close a transaction by allowing them to have a day off.

Cause It To Be Surprising. All great presents have a surprise element. That said, this form of incentive scheme would work only if it is rarely implemented. After all, workers wish to be aware of the reason for the reward to feel encouraged.

Add A Note Of Thanks. You may not effectively acknowledge each person’s contribution through a blasé electronic mail. The most meaningful and personal action is to write a note that expresses your gratitude to the salesperson for his or her contribution.

Gift-Based Acknowledgement Does Not Suit All Circumstances

The finest leaders are aware that every single individual in their sales team deserves to be recognized for the part they played in producing a result. One salesperson may value a particular form of gift that is different from another. Therefore, a leader must be aware of each team member and what motivates him or her.

Personally thank team members for their fine work and encourage them to achieve their 2020 objectives through an organizational culture that acknowledges and rewards it.

How To Increase Productivity Of Remote And Distributed Work Forces

We are going through a tough time with the COVID-19 pandemic wave hitting the world.  ‘Work from home’ protocol adopted to keep ourselves safe has made remote workforces the new normal. But that hasn’t necessarily changed business goals and deadlines much. This is a challenge to the managers, as they become obliged to ensure that the remote workgroup performs just as well as usual employee groups functioned before the new work culture was adopted.

Here are 4 important steps that managers can adopt to address communication and productivity issues that could arise from the part of workgroups that are not acquainted with working remotely.

Integrations Of Communication And Management Tools

Integrations allow remote-friendly teams to connect on a regular basis with little effort. SaaS platforms that are based on communication have now become virtual offices where employees who are working in different time zones communicate one-on-one and also in groups. Microsoft Teams and Slack have become some of the important spaces to facilitate daily team interactions that contribute to building a sense of teamwork.

Progress Should Be Made Visible And Simple To Understand

Combining the methods to measure your performance with goal-setting processes is an important strategy that can be employed to motivate the employees. Through such an approach, employees gain a better understanding of how well the business is performing, figure out areas of personal improvement, and find opportunities for specialization.

To make sure the company is operating smoothl while working remotely, employees should have an unambiguous idea about prioritizing their time, sticking to deadlines and tracing task processes. Knowing individual responsibilities is not just enough. Every employee should clearly know what the tasks assigned to them as well as to their peers are. They gain this knowledge only if organizations remain transparent at all levels.  

Use Data To Increase Productivity And Check Communication Breakdowns

Data is a crucial tool that assists everyone in an organization in tracking the impact of their work on the entire business. It helps people set goals, manage them, and follow a work pattern that can bring out positive results.

Most of the organizational management and unified communications software has now begun displaying data in a dashboard format for users to draw necessary conclusions from it and make data-fueled recommendations.

Employing proper data-collection methods and putting the collected data together in an easily understandable manner helps employees working at different levels of the organization immensely. Data allows executives and managers to see the issues that have occurred and identify irregularities and performance issues if any.

Connect To Employees Personally

Working in remote platforms can be a source of frustration. Distributed working environments often make it extremely difficult to maintain coherency with even the simplest of tasks like parsing the meanings of phrases, emoticons, and punctuations in written communications becoming overwhelming for at least some employees. Comprehending communication in an in-person work environment is quite easy, as it has the advantage of context but in virtual environments, employees take some time to figure out the exact emotion behind a communication. Language differences add up to the challenge of global organizations.

To ensure that day-to-day work is done properly and bottom-line goals are met, managers can make use of the latest tools and technology but they have to keep in mind their long term goal. Ensure that your employees stay engaged, productive, and happy. Take time to call them up or leave a little reminder (it could be something like a mailed card or a link to the book they will like). It assures the employees that they are not forgotten and work is not going unnoticed. When they develop a belief that there is a bigger purpose to what they are doing, their productivity is definitely going to increase.

Tips For Communicating In Your Company During A Turbulent Period

Periods of quick change will test an individual’s capability to adjust and react to a given situation. This is when the communication capability of a leader will be the factor that decides if a business will fail or succeed. This applies no matter whether he or she is an executive-level or front-line leader. Good communicators can present a vision, plan a feasible path ahead, and help others understand the implications. All of the things mentioned above is very important to have, particularly in uncertain and turbulent periods.

Therefore, strong communication is beyond just a catchphrase. Rather, it is a tool that can affect collaboration, customer relations, and organizational culture in a positive or negative way. It is unfortunate that a survey discovered 91% of 1,000 workers said their leaders do not have good communication capability. It is possible to track this inability back to the way in which managers and leaders are involved in or communicate with workers.

So, in what way does one make sure that their employees are able to relate with their ideas during these times? Below are a few strategies to take into consideration when emailing a co-worker, presenting something to numerous workers in a conference hall, or talking to somebody somewhere remote.

Reiterate Your Idea Multiple Times

Leaders mistakenly feel that they would achieve their objective after just communicating something with their workers and the most important individuals in their organization. They must not continue doing that believing that this is the case. There is complete and successful communication when the receiver of your message internalizes that idea instead of simply listening to it.

To make sure of this, you must repeat your messages through different mediums, like video, telephone, and email, because there is a likely emotional reaction to those ideas. This research by Queen’s University’s Kate Sikerbol discovered, “Allowing employees to share stories and feelings helped them to develop a greater sense of control over the changes, improved morale, reduced absenteeism, and built trust between managers and employees.”

Try To Get Feedback

After delivering a message, the most difficult task may be to confirm that everyone thoroughly understood your idea. In order to be sure of this, you have to make sure you seek a response from your audience. This is a way of finding out what they listened to and understood, plus which actions are occurring consequently, and the level of acceptance your idea has got. This will let you move forward by being aware that the problem has been addressed.

Control The Reiterated Things

Sometimes, leaders are aware that they will have to repeat what they communicate with their team. It is specifically the case when a company member demands their viewpoint in uncertain times because their answer will likely be passed on to other people.

Circumstances often emerge when one’s remarks or reactions give the foundation for the next action, direction, or talk. Therefore, a leader must be capable of influencing how other people understand and pass on the things they say after leaving the discussion. They may do the following things to produce that result.

  • Be Proactive. Communicate the things they feel matter the most. This will confirm that the things passed on are exactly the ideas that a leader wished to communicate in their organization.
  • Keep Your Ideas Simple. Individuals cannot recall all the things you say as a leader, so they may choose the things they feel are important and pass on only those. Therefore, deliver your messages as short extracts from a recorded speech.
  • Do Not Say Negative Things. Several pieces of research on psychology show that individuals often keep negative things in mind longer than positive ideas. There is an appropriate situation to communicate these things, and a turbulent period is not one. In this situation, negative verbiage or examples could just be detrimental to your capability of communicating with an apprehensive audience.
  • Make Your Ideas Interesting. Make it intriguing so that the audience will not misrepresent or embellish your idea. You can just add a tale, illustration, or analogy to make the conversation interesting.

Finding the appropriate words to communicate is potentially challenging for a leader, especially in tough periods. This can cause a leader to communicate only a few things of little substance to those who work for them. As a leader, you might not get the right words, but it is your job to communicate something of substance with them. Therefore, pay attention to communication activities, opinions, impact behaviour, and influence outcomes in an effective way during the right time. This way, you could just give the guidance that others seek particularly in uncertain times.

Businesses Must Start Prioritizing People To Prosper During A Changing Time

Leaders are going through a stage where their businesses are changing. They must decide on how they wish their future of work to look like. Specifically, what they want technology to achieve and whom they want to invest their time in.

There is one future where data will be the lone important thing and where data collection programs will solve every issue or activities with data will be automated. There is another, more emphatic future in which the preferences, requirements, and unique capabilities of individuals will be made more credible properly.

Leaders have to choose the second kind of future because the current situation fails businesses and their workers in the following ways.

  • The deification of technology has caused the so-called ‘last mile problem’ to continue. In this situation, processes are stretched across a continually-growing number of isolated and limited (purpose-wise) applications, plus work settings cannot run end-to-end. This results in the kind of inefficiencies that cause businesses an estimated loss of around 20% to 30% in revenue yearly.
  • The prioritization of technology to the point of worship has caused businesses to lose much of their happiness. Workers invest more hours in filling the gaps that technological limitations have made as compared to reaping the benefits of the functionality of it. Therefore, they feel more and more underutilized, detached, and disheartened at workplaces.
  • The systems and processes made nowadays are far from being flexible because the applications that people rely on are not holistic with regard to scope. As a result of this, their processes usually work under certain conditions alone. When these conditions suddenly change, like due to disruption in the market that makes people work remotely, their processes cease to function.

Businesses are expecting to have a world where individuals are treated as the most significant resources. Workers should not be made to invest considerable time in finishing such intense clerical tasks that affect normal thought. Instead, they have to be authorized to perform the things they carry out in the best way, which means high-leverage activities they are employed for. Studies reveal that those who think they are well-supported feel happier and more encouraged.

Engaged workers, on the other hand, have a positive effect on the net profits of businesses. As per the research company named ‘Gallup,’ businesses reporting higher worker engagement are at a state of yielding 21% greater profits.

Similarly, people are the best resource available to leaders to confirm that their businesses stay agile. Workflows and processes that are important to a company’s functioning and that are built just on top of technology, exist and break down with the related tech. When applications start to fail, businesses go down. Anyhow, your company is adaptive when systems are strategized around what individuals require to prosper, and those systems are built to let them keep thriving, despite conditions changing. When workers must perform tasks from their residence, you should not worry in the event you account for this in your technology, business continuity plan, and operation-related strategies.

The fact is that tech alone cannot be the most useful resource for your business. Rather, you have to utilize technology to empower individuals who work in your business. They are more important than everything else, especially when they have the soft skills that cannot be replaced. Some of these skills are the capabilities to think when doing something else, problem-solve in an innovative way, and working together for progress. Individuals make growth easier to achieve, letting business leaders set their ethos and products/services apart from the competition in a meaningful way. Successful businesses have mostly acknowledged the role individuals play in this regard.

Then again, things will keep changing, so the future will be all about adapting to the changes and continuing to do what you have been best so far. You should not assume that you have a sufficiently stable foundation; instead, you have to make the best use of your resources to be adaptable.

There exists a way to achieve that with certainty. When designing your company infrastructure, you must not consider which technology solution you require to accomplish a particular result. Instead, you should think about the things your workers want to prosper.

The Core Characteristics for Being a Great Leader

It is normal to desire to become the best leader in your company. Most people in leadership roles not only try to perform their jobs adequately but also go a step further to set an example for their subordinates. No one likes to be regarded as just an okay leader by their team members. That is why most leaders put in all the efforts to analyze and follow the characteristics that make a great leader. Moreover, they never become content with their knowledge on their way to becoming more influential. If you are in the race with yourself too, below are some of the most essential characteristics that you will need in order to achieve your goals.

Professionalism

There is no arguing that great leaders always show a higher level of professionalism in both managing their job responsibilities as well as their social interactions. Their ability to maintain professionalism in all aspects of their lives is respected among their team members as well as by others that they meet in their day-to-day lives. Their degree of professionalism also creates a positive environment in the workplace which helps team members feel included and valued.

A great leader will also display a superior level of integrity and set good examples for their team members. They will also hold them accountable for all the job responsibilities and actions that were taken to accomplish the team objectives. Great leaders also value ethical principles seriously and strictly follow the rules and regulations in their respective field. Even if they make a mistake in the process, they accept it and never put the blame on their subordinates.

At the same time, great leaders will also show compassion to manage the team well and will be open to the ideas put forward by every team member instead of just forcing their concepts on them. They will also try to understand how the team members are doing in and out of the workplace and promote positivity among them to cultivate a healthy work culture. Great leaders also respect their team members and treat them rightfully to help them realize their importance in the team.

Organizational Skills

Great leaders not only exhibit a higher level of professionalism, but they are also known for their organizational skills. They will be goal-oriented and keep their activity system consciously structured. At the same time, they will be flexible enough to adapt to the changing plans to suit the situation.

A great leader will ensure that the goals defined to their team members are specific, quantifiable, and achievable. This helps make sure that everyone on the team knows what they have to do for the success of the team. This way they can work to achieve the defined objectives in a timely manner. This structural approach in turn helps to accelerate the workflow. Great leaders also know the strong points and weaknesses of their team members and assign the tasks accordingly to make the most of the available resources.

Great leaders also understand that open communication between them and their team members is a key constituent of their workforce. This is even more important when managing remote employees as open communication will help keep them updated on the proceedings of the work at hand.

A great leader will not just be ready to answer the questions asked and share the necessary knowledge for the common good, but also know how and when to adapt to the changing communications technologies for the best results. Great leaders also embrace new technology for better and clear communication with their team members which ensures higher work efficiency from everyone.

Learning Curve

Great leaders realize that they can never curtail their learning curve and try to make the most of every learning opportunity to gather as much knowledge as possible. Some leaders even go back to the traditional means to get a better understanding of their job while others will engage in self-education for better team management.

A great leader will also rework on their skills and knowledge from time to time to ensure that they can be put to good use when the time comes. Great leaders also understand there is room for practice and improvement always, no matter how skilled they may be in an area. This continual learning helps to ensure that they adopt any new developments in their techniques as well while keeping up with those who are figuring out new ways of doing things.

Great leaders also appreciate the knowledge of their co-workers and team members and make sure to utilize that as applicable. Some leaders even try to learn new processes and skills that are somehow related to their job so that they can remain more efficient in their field.

Personality

A great leader will have an exceptional personality and charisma. This can help them both in the workplace as well as in other situations. Some great leaders are born with a natural charisma that works amazingly for them to achieve their goals while others learn the skill with the passion within.

Good personality gives higher confidence to leaders which inspires and motivates others to follow their footsteps. Even though others cannot determine what is specifically different about their leader, they are still drawn by their charisma. Great leaders also know that there is a very fine line between being highly confident and being arrogant and they make sure to stay on the right side always.

Great leaders are also very attentive and spend time with their team members to listen to their grievances and concerns when they come to them. This helps to develop a more comfortable and productive culture among the team which works for the overall good of the projects at hand. Great leaders also know how to motivate their team members by telling a great inspiring story and they can easily comfort others with their charismatic personality.

How to Create the Best Corporate Culture

It is well understood that corporate culture is an inseparable part of today’s business. An average employee spends around 35% of their total waking hours at the office which means that the workplace culture easily affects them gradually permeating across all the parts of the organization. Therefore, it is important to realize the benefits of corporate culture and how to build on it.

Just like any other aspect of your business, creating a good company culture also requires a balanced approach. Although most people believe that corporate culture and company values flow from the top management to the bottom-level employees, it is often seen that the actual nature of company culture is shaped depending upon how it is managed by the mid-level staff in the organization. Below are five essential points to note so that you can instill the best corporate culture in your company.

Individuals Drive the Culture of a Company or a Subsidiary

Most people are familiar with a brand and the way things work with them before they may have started at your company. Generally, the way they operated until then would have formulated a modus operandi to manage their personal life and work, and most of them will not be able to change that. Therefore, you need to hire employees who can adapt to the changing trends and believe in a more demonstrated behavior.

Corporate Culture is Not Exclusive to the Head Office

Many teams on the international level are not interested in or even turn away from adopting the head office culture as seen in the US. This can lead to a hostile work environment in your company as your employees may not want to collaborate with each other. That is why you should work to figure out which type of culture works the best for each of your subsidiaries and adopt that in the unit no matter how different and distinct it is from your core corporate culture.

Maintaining Company Culture Can Be Simple When you are Successful

Everyone will find it very easy to adapt to the corporate culture when things are going well. However, when things start going south, most businesses lose their cultural values and forget what was keeping the team together until then. The lack of transparency and clarity due to the workload or stress leads to the creation of a company culture that lives for the short-term only. Therefore, you need to keep your focus right and maintain a healthy corporate culture no matter what comes your way.

Do Not Celebrate Achievements for the Sake of Celebrating

Every employee would like to be appreciated for their achievements. However, some do that just to make their employees happy and for no apparent reason. This can affect the culture in the company negatively and employees will soon start to resent the fake appreciation. That is why you should assess the performance of your employees fairly and celebrate their achievements that actually matter to your business. You should appreciate how they overcame the challenges for the overall benefit of the company.

Find and Fix Issues That Harm Workplace Culture

If your company is following a traditional approach to managing things and it is a poorly engineered process, then you cannot create an agile or customer-first culture in your organization. Your employees will not want to do meaningless things repeatedly as that will be making their lives miserable. The situation gets even worse if they see no efforts from the company’s side to resolve the problems. Therefore, you should try to make lives easier for your staff as well as your customers to incorporate the best company culture.

Remember that building a great team and the best company culture will not happen overnight. It requires time and effort from your side to empower your employees for cultivating a healthy and enjoyable workplace culture. When you create a positive corporate culture in your establishment, it will help your employees find real value in their work and it’ll motivate them to contribute towards the success of your business.

4 Elements of Building a Healthy Workplace Culture

It is very important to cultivate a winning culture in the company to stay competitive. However, most businesses often ignore this and let the workplace culture form on its own in the company.

A recent report highlighted that around 63% of business leaders and CEOs in small-to-mid-sized companies strongly agree that workplace culture is integral to their company’s success today. However, just around 40% reported that they took efforts to develop and create a healthy company culture. At the same time, only around 11% of the participating leaders said that they were happy with the workplace culture in their company.

Work culture needs to be built and maintained well while it may also develop naturally on its own in some companies. Naturally developing culture can both be positive and negative which is why business leaders should try to create a healthy culture before things get out of control in the organization. If leaders take it with laxity, workplace culture can be influenced by strong personalities and it can shift in the direction they want. This often leads to company politics and gossiping. Therefore, workplace culture should not be left to develop by chance.

Business leaders should sharpen their mission, vision, purpose, and core values of the company to define the culture at the company. This will ensure to make the employees feel that they are valued and part of something important. Below are four elements that leaders should incorporate in their strategy to build a great workplace culture.

Trust

Incorporating trust in the company will connect the employees and allows them to stay focused on their individual goals that will work for the success of the community. Business leaders should set good examples to instill trust among employees as it flows from the top. For that, leaders should:

  • Be consistent in how they treat the employees
  • Show integrity when making a decision
  • Be transparent with the data, updates, and news
  • Interact with employees regularly to build good relationships

Note that every type of interaction that leaders have with the employees will contribute to building or destroying trust. Therefore, leaders should be very careful with their approaches.

Elements of Culture

These are the five main elements of culture – values, language, communication, behavior, and customs.

  • Values refer to the qualities that are most important to the business. Having a good set of values will form the company’s character and remind employees of how it helps shape the future.
  • Language defines how employees see workplace culture. Having a structured mission, vision, and purpose will help the company be consistent in their approaches and communication with employees. This will ensure better cultural alignment across the organization.
  • Communication is the factor that influences the sense of transparency and connection experienced across the company. Proper communication ensures that no rumors are spread amongst employees, and instead, helps to strengthen the trust and belief in healthy workplace culture.
  • Behaviors form the standards of the business. It defines how leaders interact with co-workers as well as how they set examples for them. Punctuality, professionalism, and organizational skills are all important parts of behavior.
  • Customs and rituals also determine how successful the workplace culture is. It will be based on how business leaders take weekly meetings or monthly celebrations.

Business Goals

Every business needs to combine its business strategy with workplace culture. This means that the company should have a strong mission and vision statement.

The mission statement should define the objectives of the company and describe what the business is all about. With a clearly defined mission statement, the decision-making will become much simpler across the company.

The vision statement should define the direction of the business, both in the short-term as well as long-term. This should include what the company aspires to do. That will give leaders the idea of the future expectations of the company and help them determine how they can plan and work to achieve those goals. This will also help them set their priorities right and make the best decisions for the company.

Purpose

The purpose of a business is much more important than stating the bottom line. To create a healthy culture in the company, the purpose of the business should be structured and it should connect the values, beliefs, and social responsibilities with the goals and objectives of the company. Infusing purpose in the workplace culture will motivate employees to work for the common good beyond their paycheck.

A purpose-driven business will define what makes them different from their competitors and why they exist. A company with a strong purpose will easily define its social, environmental, as well as financial goals, and can perfectly line the business models aside these objectives.

How Can Leaders Influence Company Culture

Business leaders should understand the importance of a winning culture and work to create one in their company. For that, they should:

  • Make culture a priority of the business and a part of the day-to-day work.
  • Connect workplace culture to metrics and assess employee engagement or satisfaction based on that. This can help define retention rates as well as new recruitments from employee referrals too.
  • Lead by example and consistently demonstrate the business values and goals.
  • Express the mission, vision, and purpose of the business clearly.

Staying Motivated Through Hardships

Leadership can be tough at times; it is easy to lose motivation. You may find yourself being leeched of the latter while at work, whether once in a week, once a month, etc. Staying motivated is hard, especially when you’re stressed. You feel weighed down by lethargy, and that you are simply going through the motions. You find no joy in the work that you do.

Stress causes this effect for a reason. It has been proven through research that willpower is not an infinite thing. When it’s running low, you lose steam so to speak, and you eventually come to a stop. What you need is a sort of refuelling in order to keep moving forward.

The good news is that this kind of refuelling can be done anywhere. The brain is a powerful thing, and when it is used to confront stress, it is possible to rewire the mind and rejuvenate it. Below are five steps you can take whenever you feel your motivation has plummeted.

Identify the Kind Of Stress You’re Under

There are four basic types of stress, and it is vital that you identify the one that you are feeling. The first kind is time stress, which occurs when you are worried about a lack of time. This is caused mainly by impending deadlines. Then there is a kind of stress which time-strapped leaders often face, which is known as anticipatory stress. This can happen when there is an upcoming board meeting or presentation to handle.

The third type is known as situational stress, which comes on alongside a feeling that you are not in control. Situational stress is often times experienced by leaders when their status drops, or if they suffer reputational damage. Lastly, there is encounter stress, which is caused when interactions with people leave the person feeling uneasy, such as after interacting with a toxic co-worker.

Meanwhile, it’s imperative to understand the difference between burnout and stress. Burnout occurs when you’re constantly stressed for a long period of time. A person suffering from burnout would normally feel drained and tired. This would affect their immune system, leaving them more prone to getting sick. It can also bring about feelings of helplessness and demotivation. Stress is not as extensive. When you have stress to deal with, you generally feel that the world is demanding too much of you, and also experience physical effects such as headaches and muscle tension. The difference here is that there is none of the empty, detached feeling that comes with burnout.

Find a Partner

Tackling stress is more easily done as a team. You need someone who can help you replenish your motivation levels. If you’ve lost motivation for a specific project, it’s a good idea to try and discuss the deliverables with a friend or colleague. If your lack of motivation is preventing you from learning a new skill, share what you have already learned and experienced with a co-worker. Encouraging one another is helpful in the process. The more you discuss experiences with someone, the more it would help reignite your motivation and interest. As long as you have a partner you’re more likely to stay accountable, and it works much better than having someone simply cheering you on.

Keep Track of Your Progress

Lots of leaders make the mistake of confusing progress with action. Progress doesn’t mean you should be moving in any direction. If you do not know about how far you’ve come, it is natural that you would start losing motivation. In such cases it helps to set progress goals. With this as a guiding light, you can stay motivated much more easily. With regard to a work project, it is useful if you have key benchmarks and performance indicators which can help monitor your success. Stress should also be a part of the assessment. It can be hard to pin down stress not unless you know what to look for. You just need to be able to sort out the symptoms, whether emotional, cognitive, physical, interpersonal, or spiritual. The progress check-ins you make should be designed to assess which of these symptoms showed up, and for what periods. A few different symptoms include; a loss of motivation, muscle tension, increased or decreased eating, social withdrawal, frequent colds, or impulsive behaviours. You need to watch your progress and set up rewards, even for the small wins. When you do reach critical milestones, you can treat yourself and celebrate, because you deserve that. This too keeps you engaged and motivated.

Say No

The thing with stress levels is that they increase whenever you take on tasks which are too hard for you to complete by yourself. This is why it’s vital that you get rid of any tendency that makes you say yes to everything. If someone asks you to do something, you need to take a pause before responding. Consider long and hard whether you have the time and the skill set to manage the task to its completion, and if you don’t have what it takes at the moment, then that’s okay. Leaders know that saying no is not always selfish; instead, it can mean that you are honoring your commitments, and you don’t need to feel guilty about doing so. Knowing how to confidently say no will bring with it the reward of more motivation and time to use for the work that’s ahead of you.

Follow Your Passion

Every now and then, it is good to take a step back and introspect into how much passion you have in the current job. What about the industry, the people, and the role you are filling? Your passions can change as you go through a career. You should check this at least once a year. A lot of your waking time is spent at work. During it, you should be passionate about a good portion of what you are doing, or else you will see a drop in motivation. According to research, when you have passion for something, you generally feel more fulfilled, not to mention you feel joy. There is more blood flow to the brain, and you are more focused. This causes an increase in the neurotransmitters that establish new connections, leaving you better able to perform in the present, steer clear of mental traps, and not get tangled in emotions. Motivation causes a ripple effect, where you are more engaged and freer from stress. The positive energy you get from this can flow into your entire team.

Motivation can spread from person to person, so take the above steps to make sure yours stays supercharged and contagious. This way you can bring about good change while taking care of yourself.