A high performance culture is practically possible and easy to achieve. It will work when associates co-operate, share the information and work as a team. There should be Innovation in the process and the management should be able to accept the change which could bring in more productivity. What matters is the adaptability of the team and the time taken to move into the new system. The communication from top to bottom and across the levels should be positive and seamless. Wellness of associates should be well taken care of. Responsibilities given should come with authority to take necessary actions when required and they should be kept accountable for the outcomes as well. The management should ensure that there is focus on the work at hand and the practices goes well aligned with the vision and mission of the organization as well.
If culture is so vital, then how do you make an organization's culture as high-performing as possible? No one-size-fits-all formula exists, but our research and experience point to six elements that help organizations do just that.
Be a role model and reinforce the desired culture : People take their cues about organizational values from their leaders' signals. For a culture shift to take hold, spotlight the behaviors and mindsets that deliver the most business value. This becomes self-reinforcing. If the desired behaviors and attitudes deliver value, they generate a magnetic pull within the organization, leaders seeking to accelerate the momentum of what's succeeding.
Define behavior changes that unlock business performance : Communicate these behaviors clearly so everyone understands what they look like in practice. This delivers a shared vocabulary to mobilize for change and provides a way to monitor progress in shifting the culture. These behaviors should be tailored to your business needs and context since no two organizations are the same.
There can be lot of challenges as the process which is successful in one organisation won't exactly work with all. The way culture is driven should be specific for the kind of people which work there. To understand the right momentum required, measuring the progress and correct them while it moves away from the goal at hand is a challenge for the HR.
Start the culture conversation at all levels. One way to accomplish this is to conduct a cultural assessment or audit of your organisation through associate engagement surveys, focus groups or interviews. Review your organisational history, leadership styles, and HR programming and industry practices to determine what currently drives and reinforces the culture. Finally, what is your guest experience? What cultural elements are obvious to customers? Is culture aligned with business strategy? Where are the disconnects? What needs to change? This can be the basis for healthy discussion at team department meetings and associate rap/chat sessions.
Develop an agenda or action plan for enhancing the culture or bringing about change. Start with the highest priorities and work on the toughest issues. For your culture to become self replicating, the way things are done will have to reinforce the core values and the culture.
Acquire talent based on cultural fit. Identify the characteristics of people who exhibit those behaviours that you've identified as desirable. The people who fit and thrive in your culture will perpetuate that culture in everything they do. If you have to choose between the candidate who has better skills or knowledge but doesn't fit, and a candidate who is slightly less qualified but fits culturally, choose the slightly less qualified person and provide the necessary training or on-the-job experience. Get rid of those who don't fit in the culture.
Create cultural messages. Be sure that every meeting, every department training program, every communication/daily packet to people includes cultural messaging and reinforces the values, mission, traditions and practices.
Recognise and reward results. Your recognition and rewards should support the culture that you are working to reinforce.
Does high performance mean high pressure and more stress on employees? How do you propose to handle this side effect?
Being able to deal with pressure in the workplace is a highly sought-after skill. If pressure at work is part of your everyday life, you will be pleased to learn that there are things you can do to both lower the pressure and prove to others that you can handle pressure effectively.
Remain calm, always. Maintain a calm demeanor no matter what happens. This takes some practice, but the more you practice, the better you will get. Staying calm demonstrates that you have the ability to take things in stride and complete your tasks even in the face of difficult circumstances.
Sidestep the drama and stay positive. Refuse to engage in arguments or other disagreements with your colleagues. Keep busy to enable your thoughts to remain positive and focused. We all get sucked into drama periodically. But, if you are getting really wound up, stop and think what you feel the final resolution should be. Stop, breathe, take a step back, and the proceed with a clear mind.
Take your breaks. Taking short breaks helps you release pent-up stress, rejuvenates you, and actually enables you to be more productive. Take a walk to the restroom or just get up and move about your office space.
If you are feeling stressed, avoid letting it show too much. Carry on with your responsibilities, no matter what is going on. Consciously bringing your mind back to your current action in completing your important tasks will help you let go of worrying and other stress.
Training the next generation to be high performing leaders : A forward-looking company understands the importance of priming the leadership pipeline. When it comes to culture, that means not only investing in individuals, who are high performers themselves, but investing in those who exhibit talent for bringing out high performance in others. In a high performance culture, leaders inspire their colleagues to commit to the company vision, build loyalty, and own their performance outcomes. But inspiring, insightful leaders aren't created overnight - and even those with natural leadership talent need encouragement and a safe environment to finesse their skills. HR can help ensure that your company has a deep bench of leaders who can maintain a high performance culture for the long term by implementing effective leadership development programs.
Identifying and measuring high performance. Measure your performance with the culture goals and access the level of performance. Check for satisfaction surveys... Attrition rates and other standard data HR have to take on a new meaning and importance after you implemented a major change in culture.
All induction and training material should be having more of audio visuals. More of team building activities, role-plays to be there to enact the kind of culture that is there in the organisation. The older generation will find this as a change in the traditional approach which well be well accepted as well.