How are Your Managers Influencing Your Organization’s Culture?
It’s no secret managers play a crucial role in creating, building, and influencing company culture. They are the ones responsible for establishing the shared values and behaviors of your organization, which affects the overall BrandCulture.
Managers act as messengers, as they are responsible for enforcing policies and procedures that support company culture. They are the first point of contact for employees when it comes to setting the tone for the workplace with their own attitude, communication style, and behaviors. Additionally, they establish expectations around culture, communication, and collaboration.
Here are a few questions to determine if your managers are supporting company culture:
- Do they create and maintain an environment where shared values are implemented?
- Do they create and maintain an environment where open communication is encouraged?
- Do they hire new employees who fit company culture and values?
- Do they ensure new employees are properly trained and other employees receive ongoing training, opportunities for continuing education and professional development?
- Do they ask and care about their team members’ career goals and help develop a plan to achieve them?
- Do they regularly recognize and reward individual and team achievements?
The ultimate question is: do your managers lead in a way that aligns with your organization’s values and goals?
If yes, great! But what if they’re not?
Research has shown that results of poor management include disengaged employees, reduced productivity, and higher turnover rates; all of which cause a weakened company culture and can significantly affect your bottom line. If productivity and turnover are pain points for your organization, it’s time to evaluate how your management team is influencing the culture contributing to these issues.
First, assess what skills and traits your managers possess along with the ones they lack. Schedule one-on-one meetings to discuss your concerns and determine if those skills can be taught or strengthened.
Human Resources may be able to help by providing guidance and support. Also, HR could possibly link you to external resources such as online courses, seminars, or workshops to help managers develop leadership skills and traits that align with your culture.
Last but not least, lead by example! Show your team of managers that being intentional and consistent in actions and words will contribute to a stronger culture that will help create a workplace that encourages innovation, productivity, and employee engagement.
MW Healthcare’s expert organizational consulting has helped organizations build (and rebuild) internal structures that enable them to overcome obstacles and exceed goals. To learn more about how we can help your organization, contact Mike Forthman at firstname.lastname@example.org or 717.852.7171 ext. 225.