Building company culture is essential to a success these days. Wanting to implement it, claiming to have it, and actually making it happen are all different things, though. There are countless obstacles that are going to arise when you’re building company culture. It’s often going to seem like everything has to be just right for the culture to thrive in the workplace.
Today, we’re going to look specifically at some of these obstacles and how, with enough attention and communication, you can overcome them. After all, communication is at the heart of company culture and without it, you’re liable to break down before you can build anything positive.
Don’t let your company fall apart because you can’t instill it with the right personality.
Common Obstacles to Building Company Culture (And How to Solve Them)
As the leader of your company, you’ve got to be the main figurehead for building the culture that you want to have. If you can’t embody the principles that you’re preaching, then no one else is going to buy in either.
In many ways, a company is identified by the person at the very top. Let your good side come out and it’ll percolate and create something special. You’re not the only barrier, however. There will be many bumps in the road as you try to build this thing.
When you’ve figured out that the people at the top matter the most when cultivating something positive, then you can start building. We’ll discuss the foundations of your business in a moment, but everyone needs to be aligned with the message you’re trying to convey.
This is one of the biggest problems for businesses. Strong and stubborn personalities at the top make it hard to convey a cohesive message throughout the company. Strong and stubborn can be positive qualities, but only when they’re used for good.
Make sure that you’re regularly communicating with all of your top people about what you’re trying to build and how you’re ALL going to make it happen. Treat everyone with respect and if someone’s not doing the same, you may be met with a difficult decision. Don’t keep any bad apples at the top of the tower. When it’s a good bunch, you can begin to work on your foundation.
You Lack a Strong Foundation
Once you and the rest of your top people have figured out what exactly you’re doing culture-wise, you then need to communicate it to your stakeholders and your employees. Your foundational elements will include not only your culture but your vision and strategy also.
A company that appears directionless is directionless. Even if you think you know what eggs are in what basket, if your employees and stakeholders are left confused by your methods, they’re not going to buy what you’re selling.
The biggest obstacle here is talking the talk AND walking the walk. It’s easy to preach about how things are going to be, but if you aren’t doing everything in your power as a leader to make the story of your company felt in every aspect of how you do business, what does it matter?
People love stories, so give them something to talk about. It’s important that all of your initial planning engages those that really matter — the people in the building helping you on this journey and those on the outside that are supporting you.
This is how you create a desire to buy into something. It’s got to be foundational, something that is ingrained in the fabric of the organization. Otherwise, your “culture” will appear phony and the wheels will come off pretty quickly after that.
Creating Desire Is Hard
As long as your message is heard loud and clear, you shouldn’t have any issues with instilling passion and desire in your employees. Creating this is difficult, but being genuine will make it all come together.
But, that’s what many companies lack; a genuine commitment to their own vision. If you’re not utterly driven to build this positive culture, then you can’t expect anyone else to have the desire to make it happen either.
“Walking the walk” isn’t just you and the other leaders preaching positivity. You’ve got to guide everyone else along with you. This is where commitment is going to help you.
Empower your managers and work with them to get to every nook and cranny of your business and make big changes.
Managers Aren’t Empowered
When your managers aren’t prepared to help you guide your employees through this transition, it’s not going to take. If they lack the tools, information, and capabilities to make your culture-building a success, you’ve got no one to blame but yourself.
Create a community for your managers to help one another and meet with them regularly to answer any questions that they might have about any new processes or elements. Ongoing communication between managers and employees is the absolute key to starting a positive cultural shift.
A lot of companies have done away with human resources in the traditional sense of the department. However, there’s a lot of evidence to show that this has an incredibly negative impact on company culture.
If your employees don’t feel like their basic needs are valued, then how do you expect them to come to work every day and put on an enthusiastic face for your company? Having a support system in place for people in all positions will go a long way.
The reason that so many tech companies are successful is that they’re run by people that understand the importance of work-life balance and caring for one’s mental health. Make this shift toward understanding in your company and you’ll see the culture shift with it.
Positive Environments Don’t Make Themselves
It’s hard to make positive change. If things are going well and the numbers look good, too many business leaders ignore the elephant in the room, which is lacking positive company culture. Building company culture is the difference between a good company and a great one. Which do you want your company to be?
To get great consultation on building a positive culture at your company, contact Eric Maddox. With his empathy-based listening method, Eric has helped countless businesses turn their culture around to become positive and collaborative environments.