What’s Holding Your Organisation Back?

All businesses, no matter the industry and no matter the size, want to flourish, grow and evolve. This can be in terms of profit and the bottom line, of course, but growth can also mean the culture, the people and the standards you uphold. 

And, in fact, if you focus on those three ‘softer’ factors, you’ll invariably see an uptick in profitability as a result, making it a very real win-win for all.

To attract the top talent in your field and to make sure that they turn into loyal, dedicated members of staff, you need to develop a strong company culture…and the key to this is defining the identity of your organisation so that everyone involved knows what your company’s WHY, values and core beliefs are, enabling them to uphold the same and helping you to retain these key talents in your business, despite competition.

If your workplace culture isn’t well defined or is inconsistent, you’ll struggle to inspire and align your people, they will have difficulty seeing that the work they do matters, and business performance will inevitably suffer..

But, of course, you can’t simply decide to transform the culture of your organisation overnight and a huge amount of work must be done to drive long-lasting and significant change… starting with strong and decisive leadership.

Firstly, you must recognise that having staff who feel they matter and that the work they do matters is vital to them performing to their best. Leading from the heart, being able to show that you care, listening humbly and demonstrating visible and felt leadership are difficult but necessary skills.

Once your people feel valued and trusted, you’ll start to build a sense of community, a sense of belonging, providing them with a safe space within which they feel able to put forth their own ideas and opinions, each and every one committed to your organisation and helping it succeed.

Organisational culture is hugely integral as a success indicator and prioritising how you conduct daily business is just as important as what you do. However, cultural warning signs are difficult to spot, especially if it is unsafe for people to speak up – and you can’t fix a secret!

You don’t need to wait for catastrophe to strike in order to make cultural change and keeping close to your staff, listening to their perspective of what life in the company is like for them, can provide insights into how your culture can continue to develop and progress.

By encouraging open and honest engagement with your employees, you’ll be able to identify how to improve your culture further, ensuring it is adaptable and resilient to external changes and that you deliver exceptional performance.

If you’d like to find out how to take the next step, get in touch with the WhyNot Partnering team today.