A business is more than a collection of assets and liabilities. It is also a group of people, and the way that those people interact always has a large influence on how the business does. A company that has a positive culture will have employees that are invested in the business and want to see it succeed. They will also feel comfortable asking questions and offering solutions for discussion. That will boost the odds of finding a solution to every problem, and cause people to come up with new ways to help the business grow.
Encourage Questions
Misunderstandings can lead to accidents and other problems, but people are often embarrassed to ask for clarification. Managers should try to foster a culture where people feel comfortable asking any questions that they might have. This will cut down on mistakes in the office and it can make the explainer think about things that they had not considered. Make this change by ensuring that people are never made to feel foolish for asking their questions. Managers should lead by example and feel free to ask questions of their own, since that demonstrates to everyone else that asking is acceptable.
Promote Diversity
The best results almost always occur when a team looks at a wide variety of options from different perspectives. That allows them to identify the best course of action, and then work through any flaws in the plan. Since people who come from similar backgrounds often have similar ideas, the best way to encourage that system is to develop a diverse workforce. To do so, try to encourage workers to interact with as many different types of people as possible. If you have any ongoing partnerships with other businesses, watch them closely to see if they have any policies that you should adopt.
Recognize Success
Too many managers dwell on failures without recognizing success, but it’s much better to do the opposite. Workers will be more motivated if they know that their successes will get noticed. Similarly, focusing on failures without applauding success creates a workforce that is more interested in avoiding public mistakes than in attaining excellence. This is one of the easiest cultural changes for most managers to implement. Simply congratulate workers when they do well, and make sure that any disciplinary actions are kept as private as possible.
Look for Honesty
Honesty is a virtue. People sometimes notice flaws in business plans, but decide not to point them out because they feel that their manager will take any criticism as an insult. That leads to businesses making expensive mistakes that they could easily have avoided. Solve that problem by making it clear that your business would rather have honest discussions than flattery. Be sure to thank people who offer their honest perspectives, and make a point of responding to them in a positive way. If it seems like their perspective is wrong, it isn’t necessary to follow their advice, but it is important to make it clear that you have considered their statements. Doing that will make it clear that they aren’t being ignored, which encourages them to speak up again in the future.
Author Bio: Brian Rees is a media relations representative for FB Solutions. In his spare time, he enjoys writing, music, and spending time outside.
