So, you want an incredible culture?


Is this something we all dream of? We want to work for an organisation with the most incredible workplace experience, resulting in it being a place where we really want to work. But, how do we achieve such a place.

There is no definitive answer, and indeed, what works for one organisation, will not necessarily work for another. But here is a list of 22 possible ways which might take us, at least, partially in the right direction.

Take the team on a "teamcation' trip;
Include employee wellbeing as an item on the Board's agenda;
Encourage your employees to "include a bit of themselves in everything they do";
Let your team members finish work for the year when they achieve their annual financial target;
Before hiring, get potential new recruits to come and spend time with their potential new colleagues;
Give all your employees leadership training, and mix up the participants so that they can get to know people from other parts of the business, whilst they are learning and developing;
Give employees time off to volunteer and support causes which are important to them;
Close the office early on Fridays;
Promote from within, encouraging employees to work through the ranks;
Have a senior leader spend half a day with all new recruits, giving them a bigger picture of the organisation;
Let staff set their own working hours;
Test your employees on their understanding of your values;
Encourage people to come and talk to you by putting a positive sign on your door "Please disturb me";
Have regular interviews with new starters to assess, monitor, and learn from their progress;
Ensure that no employee has to miss an important family event;
Hire specifically for attitude, energy and evidence of self motivation;
Have incentivised referral schemes to encourage people to put new candidates forward;
Provide financial support or loans for new parents, first time buyers or employees saving for a special holiday;
Encourage and reward long service;
Open up channels so that team members can communicate directly with the CEO and senior management team;
Make sure that managers and the senior management team visit local, regional and international offices regularly; and
Ensure that the CEO communicates regularly with staff.

I hope that you find this list thought provoking and that if you do not want to adopt any of these, that the ideas might provoke other thoughts.


Other useful resources include:
The Innovation for Growth Blog;
The Business, Leadership and Management Blog;
The Consulting Blog;
The Strategy, Innovation and Project Management Blog;
The Accounting, Finance and Economics Blog;
The Decision Making and Mind Map Blog; and
The Human Resources and Culture Blog.

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