{"id":12591,"date":"2016-09-15T10:47:26","date_gmt":"2016-09-15T07:47:26","guid":{"rendered":"https:\/\/www.hubgets.com\/blog\/?p=12591"},"modified":"2019-01-28T18:57:34","modified_gmt":"2019-01-28T16:57:34","slug":"company-culture-productivity","status":"publish","type":"post","link":"https:\/\/www.hubgets.com\/blog\/company-culture-productivity\/","title":{"rendered":"How To Build A Company Culture That Drives Productivity"},"content":{"rendered":"

Have you ever wondered how to really improve your team’s productivity? If you’re past the point of trying to fix workflows and test new tools, then this article is for you. It will teach you?how culture impacts productivity and what you can change in your organization to build a team of productive, results-driven professionals.<\/p>\n

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Photo by Andreas Klassen on Unsplash<\/p><\/div>\n

Every organization has its own unique set of beliefs<\/strong>, values<\/strong>, and attitudes<\/strong>. These form the organization’s culture<\/strong>. It can be well documented and intentionally formed, or it may be the result of an organic evolution. Some companies are born<\/em>?with a great culture, others craft<\/em> it in time. Some cultures are made out of attitudes and values that foster productivity, others hinder it.<\/p>\n

Culture is relevant only when people embrace it<\/h3>\n

Most leaders are aware of the fact that their organization needs a culture code. Something morally positive, empowering, and uplifting. Something that would explain why<\/em> the company exists in the first place and what values and beliefs it stands for.<\/p>\n

Here’s an example of how a great set of values looks like:<\/p>\n

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  • Integrity?<\/strong><\/li>\n
  • Communication?<\/strong><\/li>\n
  • Respect?<\/strong><\/li>\n
  • Excellence<\/strong><\/li>\n<\/ul>\n

    These are actually the values written in the culture code of Enron, a company whose leaders went to jail and which went bankrupt from fraud. Obviously, there were other things that were valued more at Enron?:D<\/p>\n

    So, it’s not enough to put some empty words on a paper that you hang?on the office walls or publish on your website. These words must have a meaning, and the meaning must be embraced by the people who are part of that team. Only then, words are the foundation of culture.<\/p>\n

    The art of building a great culture<\/h3>\n

    For a startup<\/strong>, it’s relatively easy to establish the desired culture. The founder(s) have to look at their own personal values and start building on that. No matter how many new people they bring?on board, they always need?to make sure that the newcomers embrace the core values and practice what they preach. Culture-fit should?be an important checkpoint in the hiring process, otherwise the company risks diverting from its initial plan.<\/p>\n

    For an established company<\/strong>, the situation is a bit more complicated. There are a couple of important steps to take. First, recognize the problem of productivity and tackle it. What attitude does not foster productivity? What mindset needs?to be changed? This will allow you to define your company’s culture today – not the one written on the website, but the real one that people live by every day.<\/p>\n

    Make sure you’re not being judgmental. Instead,?look at business failures as patterns of behavior. Recognize those patterns and you’ll be able to define the existing culture.<\/p>\n

    The next step is to articulate the values you aspire to. Make sure everyone in your organization knows about them, understands them, and believes in them. The last part is, of course, the most difficult one to track. You can, however, take measures to see that the new culture is implemented.<\/p>\n