Category Employee Experience

Company Culture: A Key Player in Attracting and Retaining Top Employees

In today’s evolving workplace landscape, a well-defined and positive company culture is more significant than ever in appealing to and keeping quality employees. One of the units at the heart of this change in mindset is What Works Consultants, a lead management consulting firm championing empathetic organizational change and leadership. Watch our CEO’s latest video on Creating Cultural Fit.

Company culture is the essence of an organization; it’s the DNA that dictates how a company operates and how its employees interact with each other and the outside world. Here’s why it plays a crucial role:

  1. Attracting Talent: A 2019 Glassdoor survey confirmed that 77% of adults consider a company’s culture before applying for a job there, and 56% of employees prioritize a strong workplace culture over salary (Glassdoor, 2019). What Works Consultants help leaders pinpoint and enhance their company’s culture thus making them appealing to quality potential employees.
  2. Employee Retention: A study by Columbia University found that employees are 3.5 times more likely to leave a job if they consider the company culture to be poor (Columbia University, 2019). Strong company culture fosters loyalty and engagement, which contributes to lower staff turnover.
  3. Employee Satisfaction and Productivity: A positive environment is a productive environment. Gallup data revealed that companies with a strong corporate culture see a 20% increase in employee performance (Gallup, 2018).
  4. Enhanced Brand Image: Company culture directly impacts how your organization is perceived. Employees who believe in their workplace culture become brand ambassadors, which can be a powerful marketing strategy.

At What Works Consultants, our approach lies in working with innovative CEOs and COOs to analyze their organizations and make the necessary changes to improve the employee experience. This, in turn, enhances engagement, productivity, and ultimately, increases bottom-line revenue.

Understanding the integral role company culture plays and leveraging this knowledge is the first step toward creating a winning environment. For real, lasting improvement, however, you’ll need an expert strategy.

We invite you to schedule a one-hour strategy call with our experts here at What Works Consultants. During this call, we’ll discuss your organization’s current culture, goals, and potential areas for improvement, ensuring our strategy is tailored to your unique needs.

Claim your strategy call today and embark on your journey towards a robust, employee-centric culture that can be a game-changer for your organization.


Additional Sources:

“Mission and Culture Survey 2019.” Glassdoor. https://www.glassdoor.com/employers/blog/mission-and-culture-survey-2019/

“Toxic Workplace Cultures Cost Companies Billions” – DaMar Staffing. https://www.damarstaff.com/blog-posting/2023/2/8/toxic-workplace-cultures-cost-companies-billions

“Workplace Culture — The Organizational DNA.” Gallup, Inc. https://www.gallup.com/workplace/327371/how-to-build-better-company-culture.aspx

How Employee Success Drives Profitability: A COO’s Guide to Organizational Design and Performance Enablement

COOs must enable continuous innovation to uphold their organization’s competitive edge and profitability via strategic operations. Central to this endeavor is maximizing human resource effectiveness.

So, how do you empower your employees to perform at their peak?

The answer lies in embracing the significance of employee success, and realizing that organizational design and performance enablement are instrumental to your organization’s ability to win.

In this article, we’ll delve into the reasons why COOs should prioritize employee success, how an effective organizational design can bolster performance, and ways to harness performance enablement for maximizing profitability.

Introducing Employee Success

Employee success refers to an employee’s capacity to realize their personal and professional aspirations within the workplace. It comprises various elements like job satisfaction, career progression, productivity, and the aptitude to contribute positively to the company’s vision.

It’s essential to understand that employee success isn’t confined to hitting targets or goals. It also encapsulates the feeling of fulfillment, motivation, and engagement in their tasks, massively amplifying their overall performance.

The pillars of employee success incorporate:

Accomplishment: Employees should be able to successfully finish their tasks and meet their specific job objectives. Recognition and rewards for achievements can boost their motivation and drive.

Growth: Career development and advancement opportunities are essential for employee success. Employees should continually learn and evolve without feeling stuck in their roles.

Satisfaction: Employees should find contentment in their job, which covers the work climate, relationships with peers, and the kind of work they execute.

Well-being: Success is synonymous with happy and healthy employees. Employers must emphasize the well-being of their staff, assuring a harmonious work-life balance, stress management, and a safe, pleasant work environment.

Contribution: The capability to contribute significantly to the organization’s objectives is a crucial indicator of its success. Their work should substantially influence the organization’s mission, values, and objectives.

Engagement: Employee engagement translates to an employee’s emotional commitment to their organization. Highly engaged employees are likely to go above and beyond, driving success in their roles and for the company.

The Importance of Employee Success for COOs

COOs should prioritize employee success for several reasons:

Performance and Productivity: Effective employees are high performers and more productive. They function efficiently and significantly contribute to the organization’s goals and objectives.

Employee Retention: When employees experience success and fulfillment in their roles, they are less likely to leave the company. This lowers turnover expenses and ensures a steady, seasoned workforce.

Business Growth: Successful employees fuel business growth. Their achievements directly enhance the organization’s success. They could bring innovative ideas, raise sales, ensure customer satisfaction, and help the company sustain competitiveness.

Culture and Morale: Success breeds success. When employees feel successful, they tend to be more engaged and content, positively affecting the overall workplace culture and morale and attracting top talent.

Leadership Development: Nurturing employee success helps COOs spot potential leaders in the organization, aiding in succession planning and leadership continuity.

Agility and Adaptability: Successful employees are usually more agile and adaptable, vital skills in today’s high-speed business environment. They effectively manage change and help the organization navigate through opportunities and challenges.

Risk Management: Investing in employee success aids in identifying and mitigating risks. Engaged, committed employees are less likely to cause compliance issues or tarnish the company’s reputation. In essence, advocating for employee success is about safeguarding the organization’s future.

A COO that encourages and cultivates their employees’ success is investing in the company’s long-term stability, growth, and overall success.

The Role of Organizational Design in Employee Success

Organizational design plays a key role in driving employee success. An efficient organizational design can:

  • Ensure employees have clear job expectations and responsibilities, and access to resources they need to succeed.
  • Provide clarity around decision-making processes and help identify superfluous areas or overlaps that can be eradicated for improved efficiency.
  • Promote collaboration and enable employees to work independently and effectively.
  • Strategically position their company for long-term success.

The Role of Performance Enablement

Performance enablement is another crucial aspect of ensuring employee success. It involves equipping employees with the necessary tools, skills, feedback, training, resources, and development opportunities they need to excel in their roles.

This could entail steps such as:

  • Implementing an effective performance management system.
  • Creating mentorship programs.
  • Developing career progression plans.
  • Offering targeted learning opportunities.
  • Utilizing technology.
  • Using analytics to gauge results

When executed properly, performance enablement not only guarantees that employees are successful but also drives higher profitability for the organization as a whole.

As a COO or CHRO, it’s your duty to ensure that your organization values employee success and introduces systems that encourage it. By investing in organizational design initiatives and performance enablement measures, you’ll improve employee satisfaction and lay the groundwork for increased profitability in the future.

Begin your journey of investing in your people and enhancing profitability today! Get in touch with What Works Consultants for a complimentary discovery call.

Read More:

  1. Drive: The Surprising Truth About What Motivates Us” by Daniel H. Pink: This book provides insights into what truly motivates employees to succeed and perform at their best.
  2. Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead” by Laszlo Bock: In this book, Google’s former Head of People Operations reveals the secrets of the company’s success in terms of employee satisfaction and engagement.
  3. “The Advantage: Why Organizational Health Trumps Everything Else In Business” by Patrick Lencioni: This book gives insights into how organizational structure and culture can impact business success.
  4. “The Fifth Discipline: The Art & Practice of The Learning Organization” by Peter M. Senge: This book focuses on how companies can develop learning organizations, which is key to employee success and business growth.
  5. Carrots and Sticks Don’t Work: Build a Culture of Employee Engagement with the Principles of RESPECT” by Paul L. Marciano: This book offers practical strategies for increasing employee engagement and success.
  6. First, Break All The Rules: What the World’s Greatest Managers Do Differently” – By Marcus Buckingham and Curt Coffman: This book provides insights into management styles that encourage employee success.

Articles:

  1. “The impact of employee engagement on performance” by Harvard Business Review: This article provides a detailed analysis of how employee engagement affects organizational performance.
  2. Why Happy Employees Are 12% More Productive” published in Fast Company: This article explores the correlation between employee happiness (a factor of employee success) and productivity.
  3. “Building a Game-Changing Talent Strategy” published in Harvard Business Review: This article provides insights into creating an effective talent strategy, focusing heavily on performance enablement.
  4. “Organizational design: The rise of teams” by Deloitte Insights: Insightful article on how organizational design impacts success.
Top Ways Departmental Leaders Can Enable Performance

Introduction The success of any organization largely depends on the productivity of its employees. Departmental leaders play a crucial role in enabling performance and maximizing employee potential. This blog post examines the top ways in which departmental leaders can optimize performance within their teams. We’ll discuss the following strategies:

  1. Setting clear expectations and goals
  2. Providing continuous feedback and support
  3. Offering opportunities for professional development
  4. Recognizing and rewarding achievements
  5. Encouraging teamwork and collaboration
  6. Promoting work-life balance

1. Setting clear expectations and goals A crucial aspect of enabling performance is ensuring that each employee understands their role, responsibilities, and objectives within the organization. Departmental leaders should:

  • Clearly communicate the department’s goals and expectations (1)
  • Set realistic, measurable, and attainable performance targets
  • Ensure employees understand how their individual performance contributes to the organization’s overall success (2)

2. Providing continuous feedback and support Research shows that constant feedback is vital for employee development and performance improvement. Leaders should:

  • Conduct regular performance reviews and offer constructive feedback
  • Address performance issues promptly and work with employees to develop improvement plans (4)
  • Provide mentorship and coaching to help employees grow professionally (5)

3. Offering opportunities for professional development Employees who believe their company offers opportunities for growth and development are more likely to feel engaged and stay with the organization. Departmental leaders can support employee development by:

  • Identifying skill gaps and providing appropriate training and development programs
  • Creating growth opportunities through cross-functional projects or job rotations
  • Encouraging employees to attend industry conferences and workshops (6)

4. Recognizing and rewarding achievements Acknowledging and rewarding hard work and accomplishments can significantly improve employee morale and performance. Departmental leaders can:

  • Implement a formal recognition program that rewards outstanding performance
  • Offer various types of rewards, such as bonuses, promotions, or flexible work schedules
  • Celebrate team successes and milestones with team-building events or activities (7)

5. Encouraging teamwork and collaboration Effective teamwork and collaboration lead to better problem-solving, innovation, and overall performance. To foster a collaborative environment, department leaders should:

  • Ensure employees understand the importance of teamwork and establish clear team goals and objectives
  • Encourage open communication and information sharing among team members
  • Organize team-building activities that instill trust and camaraderie (8)

6. Promoting work-life balance Maintaining a healthy work-life balance is essential for employee satisfaction and performance (20). Departmental leaders should:

  • Encourage employees to take breaks and avoid excessive overtime (9)
  • Offer flexible work arrangements, such as remote work or flexible hours
  • Support employees in managing work-related stress and addressing personal issues (10)

Conclusion Departmental leaders can significantly impact employee performance by adopting these strategies. By setting clear expectations, providing feedback and support, offering professional development opportunities, recognizing achievements, encouraging teamwork, and promoting work-life balance, leaders can create an environment conducive to high performance and employee satisfaction.

References

  1. Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705-717.
  2. Rogg, K. L., Schmidt, D. B., Shull, C., & Schmitt, N. (2001). Human resource practices, organizational climate, and customer satisfaction. Journal of Management, 27(4), 431-449.
  3. London, M. (2003). Job feedback: Giving, seeking, and using feedback for performance improvement. Lawrence Erlbaum Associates Publishers.
  4. Noe, R. A. (2010). Employee training and development. Irwin/McGraw-Hill.
  5. Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. Academy of Management Perspectives, 24(2), 48-64.
  6. Nelson, B. (1994). 1001 ways to reward employees. Workman Publishing.
  7. West, M. A. (2002). Sparkling fountains or stagnant ponds: An integrative model of creativity and innovation implementation in work groups. Applied Psychology, 51(3), 355-387.
  8. Greenhaus, J. H., Collins, K. M., & Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63(3), 510-531.
  9. Kossek, E. E., & Ozeki, C. (1998). Work-family conflict, policies, and the job-life satisfaction relationship: A review and directions for organizational behavior-human resources research. Journal of Applied Psychology, 83(2), 139-149.
  10. Allen, T. D., Herst, D. E. L., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5(2), 278-308.

Note: If utilizing references, please check your university library as DOI numbers were not provided.

Unlock Organizational Identity: How CEOs Can Create Purpose, Pride and Belonging to Enhance Performance

Creating an organizational identity is a powerful tool for CEOs and leaders, enabling them to shape the collective sense of purpose, pride, and belonging that employees have toward the organization. It can help enhance employee performance through improved attitudes and behaviors, while also enhancing the overall reputation of the organization. In this article, we discuss the importance of developing organizational identity and offer strategies for how CEOs can create an environment where employees feel connected to their organization and motivated to perform.

Organizational identity is a complex concept, but it can be boiled down to the collective sense of purpose, pride, and belonging that employees have toward the organization. It’s a powerful force that shapes attitudes and behaviors – both positive and negative. A strong organizational identity connects employees to their core values and mission, motivating them to achieve success as a team. It also helps create an environment of trust and loyalty; when employees are proud of their organization and feel a sense of belonging, they will be more likely to contribute positively to its success.

The role of CEOs in shaping this identity is critical. Their decisions directly influence how employees perceive the organization, so it’s essential for leaders to take an active role in creating an environment where employees feel connected to the business and are inspired to reach their full potential.

Here are some strategies for how CEOs can create organizational identity:

1. Establish clear values and goals: The first step is to define the organization’s core values and set clear goals for achieving success and growth. These should be communicated clearly throughout the organization so that everyone understands what they’re working towards. This will help drive motivation and commitment among employees as they strive to reach these objectives.

2. Foster collaboration and communication: It’s important for CEOs to foster open communication between departments and teams so that everyone feels connected to one another. This could include implementing regular meetings or online forums for sharing updates on progress towards goals, brainstorming ideas, or discussing challenges faced by different groups within the organization. By fostering collaboration across teams, organizations can strengthen bonds between individuals while also improving problem-solving skills and performance overall.

3. Celebrate successes: Celebrating achievements – both big and small – is key for building employee morale and pride in the business as a whole. Showing appreciation for hard work demonstrates that leadership recognizes each individual’s contributions, which can further strengthen organizational identity by creating a feeling of inclusion within the company culture.

4. Involvement in community initiatives: Corporate social responsibility has become increasingly important in today’s world; thus, it’s essential for CEOs to take advantage of this opportunity by getting involved in community initiatives such as volunteer projects or charitable donations that align with the company’s core values.

These activities will help deepen engagement among employees while also promoting positivity around the brand externally – all contributing toward building an impactful organizational identity over time.

Creating an organizational identity isn’t always easy – but when done right, it can result in significant rewards, from improved employee engagement levels through higher performance enablement via greater loyalty amongst staff members. As such, it should be considered essential for any CEO looking to build a successful team-oriented culture within their organization – one that encourages collective purpose pride, and belonging whilst enabling the achievement of targets set forth by leadership. By taking an active role in developing an organizational identity within their businesses – utilizing strategies such as setting clear values and goals while also celebrating successes achieved – leaders can create a lasting impact on employee attitude and behavior whilst enhancing overall performance too!

Reference

  1. Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
  2. Denison, D. R. (1990). Corporate culture and organizational effectiveness. John Wiley & Sons.
  3. Kotter, J. P., & Heskett, J. L. (1992). Corporate culture and performance. Free Press.

Read More

Buy Organizational Culture and Leadership on Amazon

How Leaders Can Recognize and Prevent Quiet Quitting with Empathy and Understanding

Quiet quitting is a phenomenon that can manifest in the workplace when leaders fail to take the time to understand their team members. It’s a type of resignation, but one that often goes unrecognized and unchecked, leading to an unhappy work environment and decreased productivity. In this article, we’ll explore what quiet quitting is, how it started, and how leaders can recognize and prevent it from happening. We’ll also share some golden nuggets of advice for leaders who are looking for ways to create a more positive work culture.

What is Quiet Quitting?

Quiet quitting is a type of resignation that occurs when an employee intentionally underproduces due to a lack of enthusiasm for their job. This may happen for a number of reasons, including feeling undervalued or unappreciated, lack of job satisfaction, or lack of communication from leadership. Quiet quitting can be hard to recognize at first because the employee slowly fades away from their job responsibilities, eventually leaving the organization or slipping by day to day in a state of underperformance.

How the Phenomenon of Quiet Quitting Started

The concept of quiet quitting was first introduced by organizational psychologist Emma Seppälä in her book The Happiness Track. According to Seppälä, quiet quitting occurs when employees choose not to communicate their feelings about the workplace with their superiors or colleagues. Instead, they simply start doing less work until they eventually leave completely without making a fuss. Sometimes they do not provide notice. This differs from regular quitting where an employee maintains performance and typically informs their employer and other team members within a reasonable amount of time before officially leaving the company. Quiet quitters are often fired due to non-performance.

Why is it Important for Leaders to Recognize and Prevent Quiet Quitting?

It’s important for leaders to recognize and prevent quiet quitting because it can have a negative impact on the team’s productivity, morale, and ultimately the company’s bottom line. If left unchecked, quiet quitting can spread across the team or department and create a toxic work environment. It can also lead to high turnover rates if employees feel undervalued or unappreciated.

When quiet quitting occurs, it can have negative effects on the entire organization. Not only are resources wasted, but morale also suffers since current staff might become aware that someone is not pulling their own weight – leading them to feel stressed and undervalued. Thus, it’s important for leaders to recognize these behaviors so preventative measures can be taken and future occurrences minimized as much as possible.

Recognizing Quiet Quitting Behaviors

There are certain signs that leaders can look out for when trying to identify quiet quitters on their teams.

1) Decreased motivation levels

2) Difficulty focusing in meetings and conversations with coworkers

3) Lower quality output than usual in terms of work produced or fewer hours invested into projects than usual

4) Decrease in engagement with tasks assigned.

Taking Preventative Measures and Retaining Employees Who are About to Quiet Quit

Quiet quitting can be eradicated through active connection with your employees. This includes:

  • Regular check-ins
  • Confidential/Anonymous job satisfaction surveys
  • Action plans based on employee data collection
  • Career growth initiatives

The net net of this is, if you invest in your employees, they will invest in you.

Empathy as a Retention Tool

As a leader, it’s essential that you cultivate empathy among your team members so they feel valued and appreciated no matter what role they play within your organization.

1) Ensure everyone has access to clear goals/objectives and open pathways for communication

2) Assure performance metrics and expectations are clear

3) Give everyone enough room needed express concerns openly while still respecting each other’s respective roles within the organization

4) Develop effective feedback loops to help foster empathetic relationships between coworkers

5) Show appreciation whenever possible (even small gestures like saying “thank you” go a long way here)

Positive work cultures minimize the risk of having key team members quietly exit without warning. If you need help executing measures that help with quiet quitting, reach out to us for a complimentary consultation.

Read More About This Topic

Here are some backlinks that will support this article:

  1. “The Happiness Track” by Emma Seppälä: https://www.amazon.com/Happiness-Track-Science-Accelerate-Success/dp/0062344006
  2. “Recognizing and Preventing Quiet Quitting” by Forbes: https://www.forbes.com/sites/forbescoachescouncil/2021/06/14/recognizing-and-preventing-quiet-quitting/?sh=3d4a4b0c7f19
  3. “How to Recognize and Prevent Quiet Quitting in the Workplace” by The Balance Careers: https://www.thebalancecareers.com/how-to-recognize-and-prevent-quiet-quitting-in-the-workplace-4161819
  4. “Why Leaders Need Empathy More Than Ever” by Harvard Business Review: https://hbr.org/2020/04/why-leaders-need-empathy-more-than-ever
5 Leadership Skills to Drive Empathetic Organizational Change

To create organizational change while still maintaining trust and empathy, leaders must have a deep understanding of their organization and its people. This article highlights five essential leadership skills that will help you drive empathetic organizational change: self-awareness, problem-solving, communication, collaboration, and emotional intelligence to drive lasting organizational transformation.

#1: Self-Awareness

The first essential skill for driving empathetic organizational change is self-awareness. Self-awareness involves understanding your own strengths and weaknesses, as well as having an understanding of the people around you. Being self-aware will help you become a more effective leader and foster better relationships with employees, stakeholders, and customers. Additionally, it will help create an environment of trust within the organization by allowing you to understand different perspectives and empathize with those affected by changes.

#2: Empathy Mapping

The second key leadership skill that helps drive empathetic change is empathy mapping. This involves collecting and analyzing data to gain insights into employees’ needs, wants, attitudes, and behaviors. Doing so allows leaders to understand how employees interact with each other and the organization’s products or services. This will aid you in making informed change management decisions. Additionally, empathy mapping can help identify areas where further research may be needed in order to understand employee needs more deeply.

#3 Communication

Communication is another vital leadership skill when it comes to driving empathetic organizational change. Leaders need to use active listening and storytelling techniques in order to build trust with stakeholders throughout the entire process of organizational transformation. Whether communicating through email, meetings or other means of communication, leaders must ensure that they are communicating their message clearly while also showing empathy toward everyone involved in the process.

#4: Systems Thinking

Systems thinking is another important skill for leaders who are driving organizational change initiatives. Systems thinking allows leaders to consider how different parts of an organization work together in order to achieve success in any given project or initiative. With systems thinking, leaders can take a holistic approach when making decisions about changes that need to be implemented within the organization.

#5: Collaboration/Co-Creation

Finally, collaboration and co-creation are essential leadership skills for driving successful organizational change initiatives. Leaders should strive to empower employees at all levels by encouraging collaboration among teams working on specific projects or initiatives related to the overall goal of organizational transformation. Co-creation also gives employees a sense of ownership over the changes taking place within their organization – leading them to feel more connected with their role in the transformation process.

Quick Summary

Empathetic leadership is essential for driving successful organizational change initiatives as it encourages trust among stakeholders while also creating an environment conducive to collaboration across teams within the company. By leveraging these five key skills – self-awareness, empathy mapping, communication, systems thinking, collaboration & co-creation – CEOs and COOs can lead their organizations toward transformative change without sacrificing empathy or transparency along the way.

WWC can help you increase your awareness as a leader. We conduct research and empathy mapping to help you understand the current state of your organization and how to communicate with your employees. We act as a trusted advisor to guide you into systems thinking so you can collaborate, co-create, and innovate to increase your revenue. Contact us now for a complimentary consultation.

References

  1. The importance of self-awareness in leadership – https://hbr.org/2018/01/to-be-a-great-leader-you-have-to-learn-how-to-delegate-well
  2. Empathy mapping as a tool for understanding employee needs – https://www.smashingmagazine.com/2015/10/lean-user-research-solving-the-wrong-problem/
  3. Effective communication techniques for leaders – https://www.forbes.com/sites/johnhall/2017/06/18/building-a-trust-based-culture-is-easier-than-you-think/?sh=6b4d0a9c6b1e
  4. Systems thinking and its role in organizational change – https://www.mckinsey.com/business-functions/mckinsey-digital/our-insights/the-role-of-leadership-in-organizational-change
  5. The importance of collaboration and co-creation in driving organizational change – https://hbr.org/2018/03/how-to-create-an-innovation-culture
How Becoming a Learning Organization Can Help Your Business Succeed: Reduce Resistance, Improve Innovation & Increase Adoption of New Initiatives

In today’s rapidly evolving business landscape, organizations must become learning organizations to remain competitive. Learning organizations are characterized by a culture of continuous learning and improvement, and a reliance on employees’ collective knowledge as an organizational asset.

Learning organizations reduce resistance to change through increased collaboration and communication, improve innovation through continual learning and development, and increase the adoption of new initiatives through shared decision-making. Through outlining the benefits of becoming a learning organization and the steps needed to achieve this goal. This article will provide COOs and operational leaders with the skills necessary to lead their organizations into the future.

Reduce Resistance to Change

The most obvious benefit of becoming a learning organization is the reduction in resistance to change. Becoming a learning organization encourages employees to take an active role in their learning, which increases their sense of control and responsibility for outcomes. This builds trust and engagement between employees and management, allowing for open dialogue about proposed changes.

Learning organizations also foster collaboration and communication amongst employees, which reduces barriers to change due to a shared understanding of why changes are necessary. These shared values create an environment where everyone is on the same page when it comes to adapting to new processes or initiatives, making them more likely to be adopted.

Improve Innovation

Beyond reducing resistance to change, becoming a learning organization can improve innovation as well. By providing employees with access to continuous learning opportunities such as online courses or mentorships, companies can create an environment that encourages creativity and innovation.

In addition, by emphasizing a growth mindset over fixed mindsets within teams, companies can ensure that everyone can contribute their ideas without fear of judgment or failure. The collective knowledge gained from these ongoing opportunities allows for new ideas and solutions that may not have been available before.

Increase Adoption of New Initiatives

Finally, by implementing collaborative decision-making processes within the organization’s structure, companies can increase the adoption of new initiatives much faster than traditional top-down approaches. When team members are involved in the decision-making process from the beginning they feel ownership over any new process or initiative being implemented and thus are more likely to stick with it long-term rather than try short-term fixes that may not provide lasting results.

Additionally, having multiple stakeholders involved in the decision-making process ensures that any potential issues are identified early on so they can be addressed before implementation begins.

How to Create a Continuous Learning Culture

Establishing a culture that values continuous learning is essential for any company looking to become a learning organization.

  • Prioritize employee development through training programs and mentorship opportunities
  • Build skills but foster relationships between teams working together on projects or initiatives Invest in upskilling opportunities such as online courses or conferences
  1. Encourage team members to learn best practices from other industries
  • Develop methods to help teams stay current with changing technology trends in their particular field of expertise
  • Encourage communication between teams so information is shared effectively throughout departments rather than siloed away into individual roles

Transform Into a Learning Organization

The changing nature of businesses requires adaptability for businesses to remain competitive. This means taking steps now towards becoming a learning organization rather than waiting until it’s too late down the line when customer needs have changed or competitors have already taken the lead with innovative solutions. While there’s no one size fits all answer for how best to become a learning organization, here’s how you can begin to transform your organization into one.

  • Focus on creating an environment where employee growth is valued and encouraged, communication is open and honest, and decisions are made collaboratively
  • Leverage technology such as artificial intelligence (AI) robotics, and virtual reality (VR), to creatively approach organizational challenges

In conclusion, becoming a learning organization has many benefits, with the three most impactful being:

  1. Reduced resistance toward change
  2. Improved innovation
  3. Increased adoption rates of new initiatives

Implement this within your business model in order to ensure your company remains competitive in an ever-evolving marketplace. Need help transforming your organization into a productive learning organization? Schedule a complimentary discovery call now.

Unlocking the Power of Inclusion and Belonging: Four Ways Leaders Can Foster Teamwork and Drive Performance

Leaders can create a spark to ignite a culture of inclusion and belonging by intentionally creating an environment where all employees feel valued and respected. A culture of inclusion and belonging drives performance, unleashes creativity, strengthens teamwork, improves communication, and builds trust among colleagues. This article explores how organizational leaders can foster an inclusive team atmosphere and create a sense of belonging for their employees. By doing this, they can go beyond checkbox DE&I tactics to strategically unlock the power of inclusion and belonging to drive organizational performance.

To truly create a culture of inclusion and belonging in the workplace, leaders can take several steps to ensure everyone feels welcome and included.

#1: Create a Psychologically Safe Environment

The first step is creating an environment where open dialogue is encouraged among team members. This groundwork can quickly become a checklist of to-dos without a strategic groundwork of psychological safety, where an effort is made to increase comfort in communication.

Leaders can foster this atmosphere of openness by:

  • Modeling good communication practices themselves
  • Actively listening to others’ ideas and opinions
  • Asking questions to get more clarity on the issue at hand
  • Avoiding assumptions or judgments about other people’s experiences
  • Respecting differences in backgrounds or opinions.
  • Establishing ground rules for communication at the beginning of meetings or group conversations

These tactics can help ensure everyone feels heard and respected during discussions.

#2 Commit to Developing a Sense of Belonging

The second step toward building a culture of inclusion is helping employees feel like they belong in the workplace. Feeling like you belong somewhere contributes greatly to better performance outcomes for everyone involved – when people feel accepted and appreciated within their organization, they are more likely to take initiative on projects or tasks without feeling intimidated or discouraged. Leaders should look for ways to provide individual recognition for accomplishments or successes but also celebrate collective achievements as well.

#3: Communicate Performance Expectations

Thirdly, organizational leaders should make sure expectations are communicated throughout the organization so that there is no confusion around roles or responsibilities among team members. When expectations are communicated effectively from the start of any task or project, it not only helps reduce stress levels but also creates an inclusive work environment where everyone feels included and valued for their contributions.

Additionally, having transparent communication across departments will enable employees to stay up-to-date with changes in procedures or policies that may affect their job duties in some way. This ensures everyone is on the same page regarding processes within the organization’s operations.

#4 Understand Diversity Transcends Race

Finally, organizations should recognize that diversity isn’t just a reflection of racial variety – it’s something that must be cultivated to develop acceptance as a norm. Leaders should celebrate differences between employees rather than see them as weaknesses or hindrances to productivity. Open-mindedness is an important factor in embracing different perspectives from diverse backgrounds. This mindset leads to improved team problem-solving and improved customer service experiences when dealing with customers from outside individuals’ familiar demographic groupings. Everyone should feel accepted regardless of external variables like race or age orientation.

Creating a diverse workforce isn’t always easy. However, organizational leaders need to understand that inclusion and acceptance are essential parts of any successful business model.

Taking active steps to unlock the power of inclusion and belonging looks like this:

  • Fostering trusting relationships between colleagues
  • Setting clear expectations
  • Recognizing individual contributions
  • Celebrating diverse perspectives
  • Encouraging open dialogue among team members

By doing this, organizational leaders can unlock the power of inclusion and belonging within their workplaces—leading toward enhanced performance outcomes throughout the organization.

Are you looking to understand your employee experience? Curious about the current inclusion, belonging, and performance environment in your organization? WWC can help. Connect with us now for a complimentary consultation.

References

Grant, A. M., & Parker, S. K. (2009). Redesigning work design theories: The rise of relational and proactive perspectives. Academy of Management Annals, 3(1), 317-375.

Edmondson, A. C., & Lei, Z. (2014). Psychological safety: The history, renaissance, and future of an interpersonal construct. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 23-43.

Cox Jr, T., Lobel, S.A., & McLeod Jr., P.L.(1991) Effects of ethnic group cultural differences on cooperative and competitive behavior on a group task. Academy of Management Journal, 34(4), 827–847.

Nishii, L.H. (2013). The benefits of climate for inclusion for gender-diverse groups. Academy of Management Journal 56(6):1754–1774.

Homan, A.C., et al. (2019). Diversity in work groups improves team performance because it increases informational diversity. PNAS116(30):14835–14840.

Why are OKRs and KPIs Important?

The Importance of Communicating Performance Expectations to Employees

As a business leader, it is essential to ensure your employees understand the performance expectations that are set for them. Not doing so can result in confusion, poor performance, loss of morale, and higher turnover. By communicating performance expectations clearly and regularly, you can help your team stay on track and reach goals. Performance metrics, OKRs (Objectives and Key Results), and KPIs (Key Performance Indicators) are all important tools you can use to set and measure employee performance.

What are Performance Metrics?

Performance metrics are used to measure the success of an individual or team in achieving specific goals. They provide a way to track progress over time and identify areas where improvement is needed. OKRs are objectives that are set with measurable key results. They provide a framework for setting goals and tracking progress toward those goals. KPIs are indicators of how well an organization is performing against its objectives. They provide a way to measure the success of an organization’s strategies and initiatives.

Why is it Essential to Communicate Performance Metrics?

By communicating performance expectations to employees, you can help them understand what is expected of them and how they can best contribute to the success of the organization. This helps create a culture of accountability and encourages employees to take ownership of their work. It also helps ensure that everyone is working towards the same goals and that resources are being used efficiently.

Communicating performance expectations also helps build trust between managers and employees. When employees know what is expected of them, they feel more comfortable taking risks and trying new things. This can lead to increased innovation and creativity, which can benefit the entire organization. Additionally, when employees understand their performance expectations, they are more likely to be engaged in their work and motivated to do their best.

Finally, communicating performance expectations helps ensure that everyone is held accountable for their actions. This creates a sense of fairness within the organization as everyone knows what is expected of them and there is no room for ambiguity or confusion about roles or responsibilities.

In Conclusion

It is essential for business leaders to communicate performance expectations to their employees in order to ensure that everyone understands what is expected of them and how they can contribute to the success of the organization. Performance metrics, OKRs, and KPIs are all important tools for setting and measuring employee performance, so it is important for business leaders to use these tools effectively in order to get the most out of their teams.

If you want to get the most out of your teams, an objective third party may be helpful when it comes to developing your OKRs and KPIs. Schedule a complimentary 30-minute consultation to learn more about how What Works Consultants can help. WWC also develops maturity models which can help you develop objective versus subjective performance measures to create more consistent performance metrics within your organization.

Reference

Performance metrics, OKRs, & KPIs [Blog post]. (2020). Retrieved from https://www.business2community.com/strategy/performance-metrics-okrs-kpis-03144890

How to Create a High-Performing Healthcare Organization: Strategies for Improving Employee Experience and Job Satisfaction

As healthcare organizations continue to face changing market forces, the ability to attract and retain talented employees is essential for success. In today’s highly competitive environment, it is no longer enough for executives to focus solely on performance metrics. Instead, they must be proactive about fostering an environment where employees feel valued and engaged. This article will explore key strategies small healthcare organizations can use to improve employee experience and job satisfaction, helping them create a high-performing organization.

#1: Create the Right Culture & Values

Every organization’s success is dependent on its culture and values, which are the foundations of how people interact with each other and carry out their work. It is important for small healthcare organizations to create an environment that reflects their core values and promotes job satisfaction. This can be done by encouraging open communication between management, staff, patients, and providers, as well as providing opportunities for employees to give feedback or voice ideas on ways to improve operations. Additionally, it is important to recognize achievement and reward success in order to motivate team members to do their best work every day.

#2: Encourage Effective Communication & Collaboration

Employees need to feel like they are part of a team in order to foster collaboration and promote a sense of company loyalty. To ensure effective communication within the organization, management should place a priority on creating an environment where different perspectives are valued and respected. Holding regular meetings with staff members can help ensure everyone is up-to-date on projects and provide them with a forum for sharing opinions/ideas. Implementing an open-door policy can also encourage employees to share their thoughts directly with management without hesitation. Along with these strategies, it is important for executives to regularly communicate company goals/vision so that everyone understands how they contribute towards achieving them.

#3: Provide Training & Development Opportunities

Any organization looking to stay competitive in today’s market must invest in learning opportunities for employees. By providing training courses or workshops on relevant topics, small healthcare organizations can help enhance employee engagement, productivity and morale while preparing staff members for future challenges within the workplace. Not only does this give employees the chance to grow professionally but it reinforces the commitment from leadership towards developing their staff; something that goes a long way in creating satisfied workers who remain loyal over time.

#4: Establish Employee Recognition Programs

Recognizing employees for their hard work helps build morale, improves motivation levels and reinforces positive behavior within the organization. Small healthcare organizations should consider implementing recognition programs such as awards/incentives or praise delivered publicly or privately depending on the individual preferences of each employee. Other simple forms of recognition include sending out personalized thank you cards or hosting events/activities outside of work time where team members have the chance to connect socially while still getting credit for their contributions at work.

#5: Exploring Flexible Working Arrangements

The demands placed upon healthcare professionals have grown significantly over recent years making flexible working arrangements increasingly attractive; particularly among younger generations entering the workforce. For instance, allowing telecommuting options or adjusting hours when needed throughout the year could support a positive employee experience while still ensuring high-performance results from all team members.

In summary, there are several strategies small healthcare organizations can use to improve employee experience within their workplaces.

1) Create a culture that reflects core values

2) Establish effective communication channels

3) Invest in learning opportunities

4) Implement recognition programs

5) Explore flexible working options

All of these steps combined will help leaders create a high-performing organization with satisfied team members.

ABOUT WHAT WORKS CONSULTANTS

What Works Consultants helps organizations committed to the health of their communities create productive organizations. We help executives with internal research, process improvement, and internal communications, leveraging the power of people operations to create positive outcomes. www.whatworksconsultants.com