In some companies employees are eager to come to their workplace and get right to work, while in other firms workers are tentative would prefer to remain at home. The difference is because workers are enthusiastic if the company has a deliberate work culture; while others have a default work culture where the workforce is less engaged.
In some companies the work culture depends on the mood of the Management, creating uncertainty for the workers. In other companies the Human Resources (HR) and the Management team have deliberately taken the effort to create a work culture based on their beliefs, value system, implementing and sustaining it using well-understood processes and systems, so that employees ‘get it’ and enjoy working.
Peter Drucker, one of the most well known management consultants, has confirmed that the top management of an organization determines the culture to a great extent. If top Management has vision and integrity, the organization will also be a great place and the workforce will understand their direction. In contrast, if the leaders are dishonest and incompetent, the decay of the organization will start from the top. Many people are trained to think that a business should focus on its customers. While delivering high quality services or products is the aim of every business, it is also relevant to use the right methods to achieve these goals.
Ultimately everything in a business depends on the Management who is supported by the Human Resources team. Since all employees are accountable to the top leaders, the leaders influence the work culture for the company, which also affects employee behavior. Developing effective processes which make the workforce financially and emotionally secure, improves the work culture so that employees perform better
Making Teams Resilient
Research indicates that financial and emotional security is very important for the employees. They also want someone to listen to them, so employees know that their opinion is valued. Only if employees are respected and valued in the company, will they be emotionally secure. Like in the case of individuals, a deliberate effort is required to make the team resilient. This method includes improving the ability of team members to handle adversity, challenges and stress. This makes it easier to achieve their goals at present and also better face challenges in future. Unless the work culture is deliberately designed, team members will feel insecure, stressed and may worry about getting help if they make errors
It is recommended that every employer should define the desired culture at the workplace using a culture manual. So, if for example timeliness is the culture that should permeate the work environment though the timing is assumed in every organization, if a meeting is, it is important to specify when the meeting will start. And for those invitees to come on time otherwise the culture becomes unpredictable. The culture manual should specify the workplace timings. Workers should know what the rules at the workplace are, which they and other employees will also follow.
Dealing with Adversity
Every organization is likely to face adverse business conditions at some stage like we all are facing COVID-19. It is important to prioritize and clearly define the processes to handle the problems and resolve them. One of the leading experts in Quality Control, W.Edwards Deming believed that having a system which is reliable, predictable and is implemented consistently can lead to success in 94% of the cases.
If a team, group or the entire company wishes to be resilient, they should have a backup plan, which allows them to recover quickly and respond if the original plans don’t succeed. Without suitable processes, priorities, the work culture fails, limiting the success of both employees and the company.
Need Assistance Hiring Resilient Workers
If you need some assistance in recruiting and hiring more resilient workers in this uncertain labor market, contact Flexicrew Today.