Whosoever has spent a reasonable amount of time in a leadership position will come to terms with the importance of positive culture in improving organizational productivity. Managers who also double as leaders are at the heart of instilling these values. This is because the features and skills of leaders tend to impact the organization, either positively or negatively, depending on the tone of the culture.
The tone for workplace culture or set by a leader may result in overwhelming success or total failure. Usually, a culture that is already ingrained in an organization is very difficult – if not impossible – to adjust or shift. One way leaders in still workplace culture is through engagement. Engaging work culture is critical to building organizational values that can translate into work satisfaction and increased employee productivity.
Organizational culture has been misinterpreted to embody social values; whereas, it revolves around employees’ behaviors, thoughts, and shared principles. These factors impact the decisions and actions of employees. For instance, an employee that is motivated will tend to perform better than a demoralized employee. This will also affect the employee performance evaluation as they may be a good worker, but just unmotivated and disengaged. How an employee perceives their work is dependent on their leader’s actions and dispositions as it concerns engagement.
Though it is quite challenging to set the tone for the right organizational culture. However, as a leader of an organization, it is important that you should be a leader that you would also want to follow. Suffice it to say that your team members would always look forward to you in terms of actions, attitudes, and decision-making process.
The following actions can set the tone for workplace culture:
There is a need to be kind to your employees. Leaders who don’t show respect toward their employees have already created a disconnect in the team.. As much as employees love to see, they also want to be seen by their leaders. This implies that they want their leaders to understand them too, especially when they are going through a certain level of stress.
As a leader, you don’t have to be your employees’ best friends before they feel you respect them. A simple greeting is a good way to start. Give them opportunities to express their minds and ask questions. Through your interaction with them, you might discover where they need help.
Respecting your employees also involves engaging in employee performance appraisal. When employees have performed well, acknowledge their efforts and compliment them accordingly. A genuine “Thank you for the job well done” would constitute a good staff appraisal example or compliment. This will go a long way in keeping the employees engaged and motivated.
Include Them On Events in the Organization
In every organization, communication is one of the most underrated factors. A leader that fails to communicate effectively with their team will leave room for members to engage in assumptions and guesses. These often spread like wildfire and can impact overall employee performance negatively.
To avoid a situation where employees are forced to fill communication gaps, there is a need for leaders to be open and transparent in communicating whatever is happening within the organization to the employees. Open and transparent communication goes beyond informing employees of occurrences within the organization, such as changes or developments; it also involves telling them the reasons behind the modifications.
Though people are always resistant to change, however, when the motive behind it is convincing enough, such a change would be embraced. For this to occur, there is a need for this particular change to be communicated earlier. This is to allow for input from employees. When employees’ views are sought and acted upon, they feel valued and will get committed to utilizing their experience and knowledge to make future inputs.
Treat Everyone Equally
Many workplaces often treat certain employees with favor while others are treated with disdain. There is the need to promote fairness and accountability. Being fair and accountable starts with stating performance standards that are expected from everyone, including the leaders. When setting a standard of behavior, for instance, leaders are the first that should reflect it. Otherwise, employees or followers would consider such a standard as arbitrary.
With different units or departments constituting an organization, there might be conflict arising from the perception that a leader seems to favor a department above the other. To mitigate or eradicate this source of conflict, leaders should encourage cross-functional communication and meetings. Through this, distrust is minimized and efficiency is improved.
Stay Positive and Be Focused
Every leader is being seen as the one that determines the strength or weaknesses of employees. A leader who intends to set a positive tone or culture for an organization should be able to maintain a posture that does not cave in easily, either by giving in to pressures or being displaced by challenges.
The reality is that every organization faces a particularly challenging situation and the earlier the leader is able to understand that every setback is only temporary, the better for the organization. A leader who maintains a positive outlook in the midst of a challenge will serve as a positive source of inspiration to their followers. The positive posture and confidence demonstrated would be imbued in the subordinates also.
The hallmark of leadership is the ability to inspire their team. Leadership roles involve contributing to the culture that determines the chance of success or otherwise of an organization. All the tips highlighted here set the stage for instilling a positive culture that translates into improved job satisfaction, increased employee performance, and improved productivity.
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