(This is the seventh in a series of self-assessment articles on defining workplace culture. Click here to go to main article.)
Many workplaces have a section in their employee handbook that outlines company values and practices. Often, however, something gets lost in translation. The office mission statement is more of a wish list than a reflection of reality and the culture that exists within the company is not always the one advertised on the brochure.
“Not my company,” you might be thinking, particularly if you’re a manager. Don’t we have Aloha Shirt Day every month? That proves how fun we are. Don’t we have banners promoting our commitment to teamwork? We’re a teamwork-oriented place.
It’s important to look at all the practices and policies in your workplace to make sure that they match what you promote. Sometimes policies contradict supposed company values, which only frustrate and alienate your workers.
Some examples, taken from real life cases:
“My company says it values employee feedback, but any time one of us makes a suggestion, we’re shot down. The people in charge have a ‘we know best’ attitude that makes it impossible to suggest changes.” If you claim you value feedback, be sure that you mean in all situations, not just when it is convenient or relating to something specific that you’re willing to change.
“The managers stress teamwork, but won’t pitch in themselves when the going gets tough.” Teamwork is universal. Managers are not exempt.
“I was yelled at for trying something my own way, but when I was hired they told me they encourage innovative thought.” If you value creative innovation, be sure and specify what that means. Does it refer only to brainstorming meetings, or are employees truly encouraged to create their own path?
“She said the atmosphere was ‘fun,’ but it’s more like a morgue in here. She brought in cookies last week. Is that what she meant?” Fun means different things to different people. Before you promise “fun,” be sure and give examples of what that means.
“They say they offer a flexible schedule, but when I asked for time off they told me no.” Do not offer something you are only willing to give under certain situations, unless you specify the terms.
Again, it’s very important to scrutinize every office policy—official or casual—before making promises to employees. All practices must match what you promise. There are exceptions to nearly every rule, but unless an employee is aware of the exceptions, he or she will feel short-changed and frustrated when they occur. For instance, someone who accepted a job based on the “flexibility” promise will grow irritated and quit if you don’t deliver, no matter the circumstances. Then you’re both right back where you started, which isn’t helpful to either of you. Best if you both know up front what you’re getting into—she needs the flex schedule, no exceptions; you are only able to offer that under full-staffing conditions—then you’ll both move on to find something/someone more appropriate.
Click here for the wrap-up article: Workplace Culture Defined.
Click here to return to main article, Defining Workplace Culture.
