Attract the right employees by knowing what you're looking for, and motivate the ones you have by clarifying expectations.
(This is the last in a series of self-assessment articles on defining workplace culture. Click here for the main article, and to access the self-assessment articles.)
The reason most managers are vague when it comes to defining workplace culture is because they worry that committing to one value means excluding all others. If they claim the office is best for hard workers, they worry the employees assume there is no room for a little laughter. If they value individualism, they think that doesn’t promote at least a little bit of necessary teamwork.
This is not true. Most employees understand that all environments call for a bit of everything. Goal-oriented does not mean there is a complete lack of flexibility. Appreciating feedback from employees doesn’t mean that the managers won’t occasionally lay down the law.
Don’t let this prevent you from truly defining your work atmosphere.
If you’ve taken the above-mentioned assessments, you have a good idea of your true workplace culture. If, along the way, you’ve discovered that your policies and practices do not always match your company’s intended culture (“Teamwork!” banners are great and all, but when it comes to lending a hand, your team may balk.), it’s not too late. Changing the culture in your workplace starts from the top down.
Feedback from employees is important. Poll the workers (informally, if you prefer) to see if they feel valued, if they think policies are flexible, etc. Really listen to their answers and don’t attempt to change their minds—how they feel is an accurate reflection of their experience, not what you wish they would feel. Also ask what policies or procedures could be changed or added to make them feel more like their work environment matches the company wish list.
Perhaps you’ve found, however, that you wish to redefine your workplace culture on paper to match what you’ve found currently works in your office. This is also a valuable discovery. If your office operates smoothly, there’s no need to fix it. Simply keep that in mind when describing the environment to future recruits, and you’ll attract individuals already excited to fit in.
If you cringe at the thought of pointing out how goal-driven the workplace is, or think that emphasizing an atmosphere where everyone works independently will deter people, that might be a good thing. Lying or exaggerating will only attract the wrong people, and cause struggles and disappointment. If 7 people are turned off by the idea of an inflexible environment, the 8th, who thrives on structure, is exactly the person you’re looking for.
There is no right or wrong way to be—just what works best for your company. Accurately defining this culture is key to recruiting suitable staff, creating office policies and guidelines, and promoting a positive environment on your company’s terms.
