Corporate culture is the key to business success. And if your company is aimed at systematic growth and development, then you need to engage in corporate culture now. Here are five signs that you need to analyze, “try on” on your reality, identify and fix it in time.
1. Employees quickly lose patience
When this becomes obvious for management, it means that the process has already moved to a neglected stage and it will be very difficult to deal with it. You and your employees should understand that quick success in business is practically unattainable. An impatient company with the expectation of quick success is a company on the verge of bankruptcy.
Impatience leads to quick and fairly limited solutions that do not bring anything good, taking the company away from the intended expansion and development. Each company sees its success in perspective and growth, but this becomes impossible in the conditions of hasty decision-making, which are often impulsive and short-sighted saints row 5.
Therefore, it is extremely important to identify impatience and a tendency to make quick conclusions even in the early stages of the enterprise’s existence, before it infects other employees, to conduct a conversation,
2. Employees do not contact each other
Barriers between employees are a big obstacle to the development of the company. Lack of openness, trust, interaction, and mutual assistance lead the enterprise to a standstill. Suppose you have managers with whom you contact as a leader and expect them to work with lower-level staff, and you inform them that you plan to start work on some new project in the way you choose.
After the start of work, you notice a lag, call a negligent employee and suddenly find out that this employee is not aware of what is happening. To your fair indignation, the manager states that he considered that the employee does not need to know the details.
Sometimes it makes sense and sometimes superiors or even employees of the same level, for reasons of competition or other reasons, do not share information with colleagues. This spoils the relationship and affects the result of the entire company.
Your task is to maintain by all means in the employees a sense of team, fraternity, participation in one big common cause.
3. Employees do not value work
Some employees (no matter what position they occupy and in which direction they specialize) do not value their work at all. In principle, at each enterprise, there are one or two of such people. But when this becomes the norm rather than the exception, you need to honestly admit to yourself that this is the result of poor management.
And to deal with this situation, you need not firing and fines, but stimulation, the incentive to action, motivation. Your task is to awaken a sense of responsibility in people, connect them to common goals and motivate them to fulfill their duties conscientiously.
4. The management process has entered a crisis
If you have a small company and you are its sole leader, then you should not be particularly afraid of problems. But in the case of growth and expansion, you will need to take on new employees and delegate responsibilities.
If at the same time you wish to retain the right to complete control, even in small things, then sooner or later you will run out of steam, and the company will stop developing. To successfully move forward, you need to adjust the mechanisms so that some of its nodes work autonomously with a certain amount of freedom.
You can save strength and fuse for building far-reaching plans and developing a strategy only if you get rid of the need to control everything and everyone. Encourage the independence and initiative of not only their managers but also lower-level employees.
5. No one in the company is striving for specific goals.
Failure to engage your employees in productive work and make them see that there is light at the end of the tunnel is critical to your success. People often work blindly. They work with dedication, conscientiously and professionally, but they simply do their job and carry out interim plans Pubg wallpaper, instead of striving for a large specific ultimate goal.
First of all, this is your flaw as a leader. You can organize work, motivate, but not inspire. Meanwhile, it is precisely blind work that does not allow people to see the situation in a complex and choose adequate methods to achieve their ultimate goal. The way out is the lack of secrets, maximum staff awareness and effective feedback from employees to management.