In the first part we considered the factors 1 through 5 of our ten steps to creating a corporate culture of excellence. Let’s now consider five more.
Five basic factors in developing performance-oriented, goal-driven work culture to put your corporate ship sailing in the right direction, at maximum speed and with all hands are on deck.
1: It is no secret! Transparency is important
While respecting the confines of what you are able to reveal, it can be very motivational for employees when they feel ‘in the loop’. By sharing more KPIs and targets with employees, you can increase their sense of ownership. While administrators can choose what types of information and goals are communicated, the Sprigg performance management software was designed with open dialogue in mind.
2: Get engaged and live happily every after
We talk A LOT about engagement at Sprigg. That’s not because we’re obsessed with wedlock but because we believe the other kind of engagement is fundamental to performance. Simply put, employees who are engaged are happier and so tend to put their all into their job. Often they even have the drive to give more than is required because they feel that they work in a company which they related to and, hopeful recognizes their successes.
3: Paint a picture with words
Motivating employees and keeping them connected with values and objectives is an art form. The leaders must be able use stories to motivate their employees to achieve more than they thought possible.
4: Talk to your people and check that they heard correctly
Internal communication is fundamentally important to fostering a culture of performance. Have they heard the message? Do they believe it? Do they know what it means? Have they interpreted it for themselves, and have they internalized it? Don’t be afraid to try different types of communication (while being sensitive to the content). Lots of our happy customers mix up their communication channels to encourage ongoing social dialogue.
5: Is that an achievement ahead? Lets Party!
Celebrate milestones when they are reached. Acknowledging and rewarding an employee’s achievements can boost morale and strengthen momentum. This is an old practice within certain departments (such as Sales) and there are lots of ways to roll out a culture of recognition to all areas of the company.
First Published In:
Missed Part One? Read it here.
Want to learn more? Contact Jilaine at firstname.lastname@example.org or call her on 888-797-5583.
About The Author: Jilaine Parkes
Jilaine Parkes is a knowledgeable and passionate HR / Organization Development Professional with nearly 25 years combined experience in large, dynamic organizations and independent HR / OD Consulting. While holding senior HR management positions in Bombardier, Kraft Foods, Canadian Tire, Lavalife and Cineplex Entertainment, including a one year stint in Prague, Czech Republic, Jilaine has designed and driven initiatives in Business Planning, Leadership Development, Employee Development, Succession Planning, Performance Management, Learning & Growth Strategy and Team Chartering.