When you’re working hard on culture change, it’s natural for your team to feel skeptical.
After all, you’ve been thinking about this for a while.
You’re committed to engagement and making a difference.
At some point in our lives, we’ve all been in a situation where we felt we didn’t belong. Perhaps it was that birthday party of a friend of a friend where you just couldn’t find anything in common. Maybe you were underdressed (or overdressed) for a professional conference. When faced with these types of situations and the uncomfortable feelings they bring up, we typically try to leave.
The outbreak of COVID-19 has forced many employees and teams to work remotely as businesses try to maintain operations. This new model of work is putting company culture to the test. Without physical interaction and typical processes, employees may not feel as connected or productive. Leaders need to adapt their culture to accommodate the current reality of working so that employees remain rooted in the culture while teleworking.
Netflix CEO Reed Hastings has been very clear about what his organization does with its brilliant jerks: It gets rid of them. As he has said in the past about them: “Some companies tolerate them. For us, the cost to effective teamwork is too high.”
Netflix aspires to develop a “Dream Team,” which they define this way:
For an intangible force, culture has a critical impact on every part of your business. The Society for Human Resource Management (SHRM) recently released a report on the high costs of a toxic workplace. This report revealed that 20 percent of employees have left their job due to the culture of their organization.
On September 25, @shrmnextchat chatted with HR professionals and others from around the world about Taming a Toxic Workplace Culture.
If you missed this important chat filled with tips and advice about how to identify and remove the toxic elements from your culture to build healthier, happier and more-productive organizations, you can read all the tweets here or below:
One in four Americans say they dread going to work each morning, and almost half of American workers have thought about leaving their current jobs. Those statistics point to a grim reality for today’s employers: We have a culture crisis at work. And it’s costly.
We live in an era in which civility is on the decline. Examples of bad behavior can be found just about everywhere—in our government, in our schools, at sporting events and during the rush-hour commute. It’s pervasive on social media.
Growing up, we always had the radio playing in the background—an old wireless in the kitchen that was stuck on one station. My favorites were the dramas that would play just before bedtime. I loved listening to the stories that would go on for weeks until the series would come to an end.
“Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin and political beliefs.”
SHRM is out front and leading the conversation on the most critical issues facing today’s workplaces— like healthcare, workforce development, inclusion and civility.
Labor Day is an opportunity for us as a nation to recognize the hard work of Americans who have greatly contributed to our country and our pathway towards continued prosperity. The resolute, unwavering work ethic engrained in our country since its birth continues to be woven within every one of us.