Four Ways To Create An Amazing Workplace
Posted on August 24th, 2016

We spend a third of our life at work, so who wants to eat up that much time at a mediocre company? Nobody. Following are four strategies (demonstrated by four real companies) that could transform a so-so culture into something amazing.

1. Support employees’ quests to achieve and fulfill a greater sense of purpose. 
Coyote, a UPS company in the transportation and logistics industry, has an inspiring mission: Do the right thing every time. They strive for the right outcome for customers, each other and their community. The 50/50 raffle is one method of serving each other and the community. Here’s how it works. Any employee can bring a good cause (a nephew’s upcoming surgery, a charity’s need for donations, etc.) to the company for fundraising. Every employee who puts money in the pot gets a raffle ticket. The winner of the raffle gets half the amount raised and the intended recipient gets the other half. However, Jodi Navta, Coyote CMO, observes, “Quite often, the winners will donate their half of the money to the people or causes we are trying to serve.” This altruistic activity, engaged in by up to 2200 employees on a weekly basis, has helped countless people and given Coyote employees (“Coyotes”) a greater sense of purpose. The 50/50 raffle is just one example of fulfilling a greater sense of purpose. Navta sums it up this way, “We empower Coyotes to lead and make decisions. As a result, they feel like they have a stake in the business and they can make a meaningful difference for customers, each other, and the community.”ADVERTISING

2. Don’t just ask employees to think and act like owners—make them owners.
Sentry Equipment is a 90-year-old company in Oconomowoc, WI that produces sampling equipment to monitor and measure key processes for their industrial customers. According to HR VP Sherri McDermott, “Our culture is amazing because employees have real ownership in the company. That’s why I’ve been here for 30 years.” During her long tenure at Sentry Equipment, McDermott has noted greater engagement in the company’s culture of hard work, positive results, continual improvement, and innovation. Because of an ESOP in 1986, Sentry’s 180 employees are the recipients of increasing shareholder value that they create. “Every year when our stock value is announced, people get pretty excited,” explains McDermott. “This is a great company largely because it’s our company.”

3. Create one cohesive company out of many individual contributors.
Jason Richmond founded the company Culturized for the sole purpose of helping large organizations create more innovative, engaging and profitable cultures. His study of over 200 companies has revealed that the key to improving company culture is to get people with disparate backgrounds, opinions, skill sets, and desires to work on the unified goal of company success. “You can’t assume that everyone wants and needs the same things or that they will be driven by the same incentives,” reports Richmond. “We can get the best talent in the world, but if we don’t support them as individuals, they will leave and the entire organization is weaker. People need to know they can follow their own path.” That personal path, according to Richmond, includes the permission and ability to fail, a tailored track for upward mobility, coaching and feedback based on individual performance, and opportunities to differentiate themselves in the workplace. “This approach results in empowerment on the part of employees to make their own contribution to the whole.”

4. Hire and support only the best people.
Nobody tries to bring on new employees that won’t fit the culture or can’t perform at a high enough level, yet mis-hires happen every day. Rona Borre, Founder and CEO of human capital firm Instant Alliance, offers a few tips on attracting the right people.
  • Tell a great company story. Show a strong career path and how they can achieve long term growth and hit personal and company objectives.
  • Many candidates want to hear what products and services your company is creating. Why should someone care about joining you? What’s in it for them beyond a paycheck?
  • Offer flexibility. Can people work from home? How can they enhance their work/life balance if they join your team?
  • Be competitive in all forms of compensation. Is there an enticing program for rewards and recognition in both extrinsic (financial) and intrinsic (purpose) areas?
Borre observes, “People want to put their mark on something meaningful and exciting. Potential recruits want to have a voice in an organization. By attracting a few good talented hires it can start a chain reaction for other potential recruits.”
Whether you are a business owner or “just” an employee, you can take the initiative to change your workplace culture into something better than it is today. It’s one-third of your life. Make the most of it.

Larry Myler: CEO By Monday, Inc., adjunct professor in the Rollins Center for Entrepreneurship & Technology at BYU, author ofIndispensable By Monday. Original Article here...


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