How long does it take to judge a workplace?
Something is obvious as soon as you walk into an organisation. It becomes even more apparent if you have worked in more than one organisation or you have the opportunity to visit many places of work. Of course, I’m referring to the culture of a place – that intangible vibe that either makes you feel like a welcomed guest or an unwanted intruder.
It can sometimes be difficult for partners and CEOs to have the perspective on culture, as these people are typically ultra-driven personalities that push through all forms of adversity to thrive and prosper in their chosen field.
However, it is the responsibility of every CEO and senior leader to look around and become aware of the effect his or her organisation has on the people within it, and that are visiting it. This is the culture – the shared understanding of how things are run and how people are treated. And it is what is perceived and judged very quickly by newcomers.
If you have this awareness of the culture of your workplace, and you realise it is negative or unsavoury then you have an obligation to act on it. Now! So, what do you do?
The only way to get a true idea of what is really making your people tick is to speak to them directly. Your direct reports will always filter the perception of things in a favourable light. This is not a deceitful practice – it’s human nature to want to understate the negatives when talking to a person of authority. So delve, ask interesting questions and engage them in the discussion.
The challenge here is to create an honest, non-intimidating exchange between the leader and employee such that the fundamental issues that are driving the negative culture are discussed. As more discussions are had, common themes will appear and give you some direction in where to address the issues. Once you create an environment of honesty without blame or punishment you will uncover the problems.
Within every organisation there are certain individuals that are more influential on mood and culture than others. They have the ability to change the mood of a place simply by walking into a room. If they are in a positive mind frame then that becomes infectious, and everyone gets a bit more excited. Unfortunately, the opposite is also true – if these people are unimpressed, stressed or unsatisfied they will let the world know and others will start to question their own satisfaction.
And you may begin to realise this is you! So look no further and get cracking on your own turnaround. Be brave and ask more questions to get examples of your behaviours and actions that impact the culture. And be open to change.
However, also remember that these mood leaders are not always in positions of leadership or management, but they tend to be extroverts, those that lead conversation and are the first to answer a question that is delivered to a group. They are first to complain and get bring others down with negativity… or ideally they are change champions – helping to build a positive culture. Whichever way – you need to find them! They are easy enough to find, as long as you’re looking.
When you talk to people start asking what they think would be needed to improve the culture. What would they do in your role? Get their ideas and act on whatever you can as soon as you can. Ask great questions and you will find ready answers without paying outside consultants to give it to you months down the track with a big bill.
A culture is built up of a lot of small acts and interactions over a long time. This cannot be changed with a short-term project assigned to an individual with a shortlist of tasks to work through and sign off on. Everyone needs to buy into the new direction, particularly those that influence others. After some time momentum will build and eventually there will be a tipping point and the momentum will shift.
Eve Ash has produced some powerful programs on Vision and Values and Managing Change.
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