Most professionals agree, having a strong company culture is important. Like most things in business however, only initiatives that produce results gain support (and investment). Because strategies to develop, sustain, or improve a company’s culture like any other project requires time and money – the question is inevitable: what is the ROI of culture? On March 26th, AZ Biz Link‘s workforce event hosts a discussion with a panel of experts on the topic of creating a culture that produces valuable results.
- Kevin Black, Principal & Founder | Edge Challenges
- James Murphy, President & CEO | Willmeng Construction
- Julie Eklund, Director Human Resources | Kimley Horn
- Michele Shuey, Global Director HR Business Partnerships & Employee Engagement | Nextiva
- Teresa Marzolph, People Strategist & Founder | Culture Engineered
- Gretchen Mastello, SVP Global People Operations | Axon
Crying, yelling, arguing, fighting. Not ideal in any workplace. So, when the Huffington Post asked Culture Engineered for tips to include in their article, Crying At Work Happens. Here’s How to Handle It, According To Experts, we stressed the importance of taking a broader approach to such events. Excessive emotion in the workplace is often and indicator of larger, underlying issues. Here are some things to consider when emotions erupt in your workplace.
What’s the frequency?
How often are employees overcome with emotion in your workplace? Weekly? Daily? By the hour? While emotions are a healthy part of the human experience, they are consuming and leave little time or energy for productivity. Too frequent of outbursts can suggest a culture of enablement or a stressful underlying culture where emotions bubble up. Such a workplace benefits from training on managing emotions or communication, shifting to proactive interactions and away from reactive. On the other hand, companies without emotional displays are not necessarily best either. Life is full of ups and downs. Given the significant amount of time spent at work, odds are, emotions will sometimes get the best of us at the office. Letting go in front of someone requires a certain level of vulnerability and trust. These traits are found within most successful environments. A workplace without emotion may indicate a lack of trust or an expectation of apathy and therefore may benefit from opportunities to interact outside of work. Company picnics and office happy hours are a great start, but trust is built by leading with integrity and compassion. Train and encourage managers to have meaningful conversations with employees over shying away from emotional employees.
Is there a trend?
Where are the breakdowns stemming from? If a select few are displaying signs of duress repeatedly, its less likely a company-wide culture issue. Review the surrounding factors of each event, identifying trends. Are the same people involved with each episode? Are outbursts more prominent in one department or role? Unfortunately, we often fail to talk about the string of events leading up to an emotional moment instead, focusing on the straw that broke the camel’s back. If an employee breaks down because she was warned about coming in late that morning, there is likely more to the story. Is there a history between the employee and manager? Has the employee struggled to get to work on time in the past? Why? These discussions are extremely valuable, helping employees to develop skills needed to succeed as well as uncovering organizational challenges within the company that may be temporarily are prohibiting it from greatness.
Employee behaviors can be signs of potential larger, developing issues within a workplace. Companies willing to assess their workplace from this perspective can expect to have a more honest, committed, and successful workplace as result. It’s not always a fun process, but when done right, companies benefit, greatly.
Your company culture – an asset or barrier? We’re here to help. Contact a Culture Engineer today by clicking here.
Gallup’s recently released State of the American Workplace report shows that more than 51% of employees are searching for a new job. Assuming most companies are not excited about turning over 51% of its workforce – it’s important to consider what employees value in a job and company. Gallup’s same report asked employees to rate the importance of various company/job attributes.
60% of surveyed employees say doing what they do best is “very important” to them. Not too surprising when you given some of us spend more time working than we are with our own family and friends. Who then wants to spend the majority of his/her life feeling insignificant? Tip: Find ways to leverage your employee’s strengths in the workplace.
53% of employees state a healthy work-life balance is “very important”. Do you encourage your employees to use their time off benefits? Do you expect them to be available 24/7? Tip: Start recognizing those working effectively versus round-the-clock?
While incorporating these topics likely requires changing up traditional coaching conversations the question becomes – will you start discussing this with your current employees – or the 51% of new employees who you hire to replace them?
Contact a Culture Engineer