After review hundreds of cases and working for too many clients to count, we’ve come to find that there are three crucial steps for success: Hiring the right people, balancing the right money, and having a good business culture. These three things can set your business up for long term success.
This week we are going through our breakdown of what each of these three goals does for your small business. Today is our last day of this trilogy, after our previous posts on success in money and in hiring. Today: success in setting up a business culture! How do you keep the talent you want around? That all comes down to office culture.
Your business is doing well. But what’s next? ProStrategix knows how to help. Read some of our other articles below, or feel free to connect with us and get a complimentary thirty-minute consulting session.
What Does a Successful Office Culture Mean for a Business?
I know, this sounds trite, but it’s not. Office culture can make or break an organization. It can kill a CEO’s career. Everyone knows what happened to Uber, right? A toxic culture can arise if you are not careful. Things that are harmless at first can become roadblocks later. Success can reinforce bad behavior and even enable it in an office culture. It’s important that your culture supports and attracts the talent you need. And, since people are crucial to your success, the culture you build we either help or hinder you.
Make it Official
Papers and forms, yes, they are the bane of business. But they are there for a reason. Documenting what counts and what’s important help make it crystal clear to your team what is valued and what is not. Employee handbooks are a start, but ensure compliance is as important. If it just sits on a shelf, then it’s useless. It needs to be part of your performance evaluations and rewards system. Otherwise, it’s just paper.
The Big Picture of Office Culture Success
Vision and mission are very important to ensure that you are staying true to where you want to go and be. It’s easy to lose sight of it during the day to day firefighting. However, you need to step back at least yearly to check in with the big picture. If you can’t set goals and look critically at your own business, how can you even expect to expand your business in the future?
Having a Vision
A good vision statement should be:
- Easy to communicate & understand by all.
- A balance between being broad, to encompass the diversity of the organization, but specific enough to help guide behavior.
- Motivational and provides a clarity of purpose.
We will use this definition later to help evaluate how well our vision statement delivers against these goals.
Setting a Mission
The mission statement grounds the vision in practical terms. It clearly outlines what the organization will do, and why they will do it. While both are long term and big picture, the mission statement focuses more on the concrete actions that will be taken. You need to keep your eye on both it and your vision to ensure that you keep steering the business in the right direction.
Trust Is the Glue
Trust is the social glue that holds organizations together. Building a culture of trust is a challenging task. It only takes one ‘bad apple’ to start to ruin the bunch. This is why we always say it is so important to know when to cut the cord and delegate. For trust to take root, it needs to be nurtured and fostered. When trust is broken or not given, we need to take immediate action.