Do we genuinely take ownership of our culture? It is not enough to talk about it.So, despite the common belief that it’s HR’s role to take control of the culture, it’s not: Culture sits squarely on the CEO’s desk. ![]() Staff will take their cues from their leaders-whether it’s about taking an active role in creating a diverse workplace, giving feedback, or making sure everyone is seen and heard. Could we prove that our company values are demonstrated daily? And if not, how can we ensure that actions align with words? Again, leading from the top is essential in this case.Remember, culture is not separate from the rest of a business: it is an integral part. Otherwise, any efforts to create a more equitable workplace will fall short. Are our equity values and behaviors woven into every aspect of the business, especially in hiring and performance management? If not, it’s time to ensure everyone-from the employees to the CEO-understands and is on board with the company’s commitment to diversity and inclusion.I suggest implementing a ‘no jerks allowed’ policy.” Guidelines such as these can help create an environment where everyone is respected and treated fairly. “If the friend creates a toxic workplace, the founder insists on keeping them around because of their friendship. Unfortunately, it is common for startup founders that they like to hire their friends, suggested Porterfield. Bad behavior-such as harassment and bullying-can cost companies lost productivity, liability costs, and damaged reputations. Are we addressing negative behaviors in our company? Culture will only be as good as the conduct tolerated.“Data can identify areas of inequities and support leadership teams in narrowing the gaps to make better decisions,” said Porterfield. So, collect meaningful data and analyze it. One study shows that giving meaningful feedback is a powerful way to create an engaged workplace. Also, if you’re not tracking these metrics, you can’t know whether any feedback you get from employees is representative or anecdotal. Are we tracking our voluntary turnover, employee engagement, and satisfaction? Low numbers in any of these carry hidden costs that directly impact the bottom line.After all, values are only as powerful as you make them. “These values must be demonstrable”, she said. ![]()
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