6 minute read
CULTIVATING COMPANY CULTURE WHEN IT MATTERS MOST: TANGIBLE STRATEGIES FOR POST-PANDEMIC GROWTH AND PRODUCTIVITY
By Dr. Suzanne Bright, CEO, Orca Solutions
Remember Jenga, the popular block-stacking game where players take turns strategically removing blocks from and placing them on top of a tower? As the game progresses, the structure becomes taller and less stable, with players ever-so-carefully trying to make just one more move without causing the tower to tumble.
There is no denying that being a business owner in the age of COVID-19 may some days feel like that game of Jenga. Grappling with so much uncertainty as disruption continues can be unnerving. However, it may also be an opportunity to build something even more solid for the future.
As organizations around the world work to find creative new ways to serve their communities and retain clients, another priority has also been revealed for many of these same organizations. More than ever, creating a healthy workplace culture and supporting the psychological needs of employees is critical to running a company that can not only survive this pandemic, but thrive during and after it.
With this in mind, here are six strategies for maintaining a strong work culture while so much of the world is in flux. [ When so much of the world feels uncertain, honest communication will go a long way toward quelling employees’ fears. ]
Nurture a culture of trust
Trust among leaders and colleagues is foundational to a high-performing culture of success. When so much of the world feels uncertain, honest communication will go a long way toward quelling employees’ fears and building trust in company leaders.
Challenging times call for more frequent and more compassionate communication. Employees appreciate knowing how the company is faring, where it is heading, and how they will be impacted. Leaders should consider sharing the “whys” behind decisions, giving employees enough information to feel confident in the decisions of the leaders.
Research shows that this type of transparency improves perceptions of trust and that leaders perceived to have good intentions are more likely to be trusted, even if their decisions ultimately turn out to be wrong.
Trust doesn’t happen overnight; it takes intentional focus and commitment to build a high-trust work environment.
2. Make listening a priority
How are your employees feeling? What is weighing on them? What ideas do they have for the workplace? What matters to them? What do they feel they need to do their work successfully?
Can you say you know the answers to questions like these? [ Set aside time for individuals and groups to talk about their current work experiences and share ideas. ]
Whether meeting in the conference room or virtually, set aside time for individuals and groups to talk about their current work experiences and share constructive feedback and ideas. Listen with empathy and genuine curiosity. It not only affords you valuable information but also communicates an important message to your employees—that they belong and they matter. Ensuring that employees feel heard is a critical step in building an effective workplace culture, particularly in times of crisis.
By Dr. Suzanne Bright, CEO, Orca Solutions 3. Foster a sense of belonging Large-scale isolation, quarantine, and social distancing has turned the world as we know it on its head. We all—whether introvert or extrovert— [ Engage and inspire your team by reinforcing your organization’s vision. ] have a biologically driven, fundamental need to seek out meaningful social connections and bonds with others, and many of the ways in which we used to connect are currently not available to us. Engage and inspire your team by reinforcing your organization’s vision, and highlight and celebrate [ When people feel like they belong, they are more productive, motivated, and engaged. ] team members’ contributions toward the goals of your organization. Acknowledge when employees demonstrate your core values. Provide clarity, focus, and direction grounded in your shared mission. By focusing
It is more challenging to create a sense of belonging when fully virtual, but it’s not impossible. leaders can turn fear into engagement and achieve greater results.
It does take some extra effort, especially for a 5. Empower your team company that has not previously been composed of remote employees. However, an abundance of In a time when the world feels out of control due research indicates that when people feel like they not only to the pandemic but also to the public belong, they are more productive, motivated, and health restrictions issued to curb the spread, engaged. people can feel a real sense of loss of autonomy.
When you as the leader are focused on building trust and truly listening, it can allow employees to feel a sense of belonging, even as they work from afar. If you can look through the lens of belonging as you make decisions, this crisis can become an opportunity for you to emphasize connections and [ Avoid micromanagement and instead focus on employee ownership of the work. ] express sincere concern for the wellbeing of those the team’s energy on the organization’s purpose, What can you do? who work for you. First of all, this is a great time to avoid 4. Keep your team connected to the big picture micromanagement and instead focus on employee
Ground your team in your company’s mission, vision, and values. In times of uncertainty, it is easy to lose focus, become overwhelmed, and get blinded by fear of the unknown (Jenga, anyone?). ownership of the work. Build a workplace that supports autonomy by encouraging self-initiated behaviors within structures and frameworks. Look for opportunities to provide employees with choices. Seek input from your team and involve stakeholders when making operational decisions.
Research shows that employees who feel they have greater control over their work-related decisions have lower stress during difficult times, and thus, are better able to handle their workload.
By Dr. Suzanne Bright, CEO, Orca Solutions
Measure and keep improving your strategy
Surgeon and author Maxwell Maltz once said,
“Close scrutiny will show that most ‘crisis situations’ are opportunities to either advance or stay where you are.” [ Keep looking to the future—what are you doing now that you want to continue even after a new normal is established? ]
This pandemic, while life- and world-changing, will not last forever. Maintaining a strong work culture for your employees and shoring up the day-today operations are absolutely key. But also, keep looking to the future! What are you doing now as an organization that you want to continue even after a new normal is established? How do you want to be serving your clients and community?
Prioritizing employee connection, empowerment, and well-being while navigating COVID-19 is key to emerging from these uncertain times stronger than ever.
If you have questions about cultivating a highperforming culture of success, feel free to contact us: info@orcalearn.com.
ABOUT THE AUTHOR
Dr. Suzanne Bright, CEO, Orca Solutions
Dr. Suzanne Bright is a leader and expert in the area of creating and sustaining high-performing businesses, schools, and organizations. Dr. Bright has over 25 years of diverse experience in leadership, school administration, business culture, professional development, and coaching/consultation. As the CEO of Orca Solutions, Dr. Bright supports leaders in developing the skills and competencies necessary to lead well and to build and sustain a culture of success. Additionally, she is known for her work supporting organizations through times of change, including mergers and acquisitions and crises. In addition to her extensive national and international work as a consultant and keynote speaker, Dr. Bright teaches university courses at the master’s and doctoral levels in leadership and curriculum and instruction. Dr. Bright’s clientele includes DME companies, O&P providers, complex rehab facilities, non-profit organizations, universities, and public and private K-12 schools. Connect with her by visiting orcalearn.com, LinkedIn, or at sbright@orcalearn.com.
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