Creating a workplace culture
that's right for us
Our company's goals are achieved through our culture - how we do things. Getting our working style "just right" requires us to align our expectations, be disciplined, and make a few changes. Unfortunately not everyone's going to make it. Here are a few things to consider.
Non-performing employees must be released
You've agonised over the decision, given too many second chances, and reluctantly come to the decision you should have made ages ago - redundancy or dismissal. Far wiser to protect the performance of the business and the workplace culture, as the decision affects 4 groups.
1. The business
Maybe it's time to re-frame your thinking. If he/she wasn't performing
in the past, then he/she is unlikely to perform in the future. So...
Their departure is an opportunity to create a more effective team. It's the catalyst to now ask key questions of the group - What is the purpose of this role? How can it best deliver those outcomes? Is there a better way to do it? Who else could do it? A few hours of facilitated brainstorming with your team could work wonders for your business and allow people to thrive once more.
2. Remaining staff
If someone is not performing, the other members of the team invariably know it. Usually they'll accept the decision, albeit with mixed emotions. Depending on their relationship with the person, feelings may range from hurt or disappointment to a sense of relief.
Some staff will dwell on the decision, wondering if they're next to go. What all staff seem to need is an understanding of what's happening and reassurance that their own position is safe. Be prepared to move quickly to outline the future for your team.
3. The exiting employee
Fulfilling your legal requirements is the first priority.
Retaining a sense of humanity is the second. Sometimes we struggle with what to say at the time of dismissal. What's needed is a simple method enabling each person to say what they need to one another. This is not an invitation to engage in a shouting match, but to express how the decision impacts upon both of you, and to gain a sense of closure enabling both people to move on with their lives. If the current methodology is too formal or simply non-existent, we can help devise a simple, practical structure for you, consistent with your culture.
4. You, personally
Decisions of this magnitude always affect us. Pushing it deep inside only allows greater fermentation before something eventually bubbles
to the surface. (Definitely not the culture you want!) Instead, acknowledge your personal feelings. Meet with a close friend or confidante and ask them to listen, expressing any misgivings and feelings, accepting the new state of affairs, and moving on. Better to get it out of your system than allow it to adversely affect your own performance at work.
Changing employee behaviour for the better
Programs to change employee behaviour can work, provided there is congruency between the employee's needs and the company's objectives. You already know the latter. Which means it's all about discovering employee needs. Looking for an insightful process of discovery? Embedded within our 2-day negotiation skills seminar, Conversations Without Conflict, are all the techniques you need.
Managing stress
Ricardo Semler, the Brazilian entrepreneur and author, offered this insight many years ago. Let's call it "Semler's Law":
Expectations > Reality = Stress
Semler suggested that whenever our Expectations are greater than Reality we feel Stress. That we place ourselves under great pressure ("stress") whenever our performance ("reality") isn't what it should be (our "expectations"). If sport is a metaphor for life, watch closely as individuals and teams with expectations of winning meet the reality of losing in finals. Now that's stressful!
Furthermore, Semler's Law poses 2 options to reduce stress:
(a) Reduce Expectations below the level of Reality. This means setting lower targets or standards of performance and... not likely to happen, is it? The theory is valid but in practice, few businesses would tolerate such a poor culture. Let's look at the alternative.
(b) Increase Reality above the level of Expectations. This means achieving higher targets or standards of performance. But how?
Here's the curious part - your staff already know the information to make this work. Conducting a group facilitation or learning how to uncover these issues by focusing the 5 Point Method on Our Culture resolves those really hairy questions of What's stopping us achieving? and How can we be more efficient?
People movement reduces "silo" fighting and aids performance
Moving people around can have a positive effect provided employee needs are met. However, if staff needs aren't met, they will resist and begrudge you for doing so, with deleterious effects on staff morale.
To implement this potentially-positive step, you'll need to understand the needs of those concerned. We're back to the 5 Point Method. We can show you how to manage this process much more effectively in just a couple of hours of one-on-one coaching.
Cultural change is evolutionary
Above all, cultural change is an ongoing, dynamic journey. It is not a destination at which we arrive. If you're ready to take the next step in creating better customs in your workplace, pick up the phone and let's chat about creating the workplace culture that's right for you.
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