A Company’s culture starts with the organization’s leader. The leader must clearly communicate the company’s vision statement, mission statement and company values. The leader must serve as a role model for the desired attitudes and behaviours. This means that executives, managers, and staff must all display your ideals. In other words, lead by example.
Once the vision, mission and values statements are clearly articulated and understood the company incorporates these into every job description and measures performance against these criteria equally as it measures technical competency. Further all potential new hires are evaluated against the company values to ensure a proper fit with the organization.
Additionally, the leadership team should convene regular meetings to discuss the company’s long-term goals and how the staff plays a critical part in achieving these objectives. By doing so, managers encourage a collective responsibility for the well-being of the company. Once you have instilled a sense of ownership among your employees, the potential for organizational success is almost limitless. Employees who truly care about the organization demonstrate superior attitude, enthusiasm, and customer service, which is apparent to clients, and leads to their satisfaction and retention.
Furthermore, create an atmosphere that welcomes questions and suggestions. Ensure Leadership is genuinely accessible for conversations, questions and input from staff. That such input is valued and respected and more importantly – will be acted upon.
Team building is largely based on trust. Since your employees don’t necessarily choose the people with whom they work, growing trust among your staff is essential to building cohesive teams (Sattler & Doniek 1996). Trust is achieved by instilling individual accountability and letting employees know that their efforts are valued. The environment must be one where staff feels they can openly discuss tense topics with superiors and each other, knowing they will not be criticized. Encourage employees to bring up both positive and negative issues. For example, staff should feel comfortable discussing topics such as client compliments and praise for fellow employees, as well as more difficult topics such as job dissatisfaction. Once this trust is established, teamwork can be very successful in finding ways to improve company systems and processes, solving problems, or planning for opportunities. In general, trust must be earned and can be achieved by leading your staff in particular ways: avoid micromanagement which only discourages employees, set realistic expectations and then encourage and guide your employees in reaching them, and always keep your promises to your staff.