Building a High Performance CultureA culture which gets the right things done well.
In a very real sense, an organisation is its culture.
The culture of an organisation includes everything that makes up that organisation, and gives it a unique identity. It distinguishes it from other businesses even if they create the same, or similar, products. In short, our culture can be defined as “the way we do things around here.”
According to i4cp research, being seen as a “good place to work” is one of the biggest differentiators between high, and low-performance organizations. Having a culture where employees are innovative, aware of external factors and ready to take on new challenges is crucial. This insight isn’t new, but actually getting, and building a high-performance culture is another story.
For over 40 years, i4cp has been working with organizations to enable high performance by identifying strategies and practices that result in a positive, impactful culture, which in turn leads to real business results. High-performance organizations tend to have a culture where:
- Employees are loyal to the company and more involved on a personal level.
- Cohesiveness, loyalty and readiness to change are fostered, and employees are treated well.
- Employees have the freedom to use their judgment and discretion to change processes or procedures to improve business outcomes.
- Ethics are promoted and valued.
Although how do we get there?
One of the keys for us at SparkBDM when it comes to creating marketing strategies and sustainable business is creating high performance cultures. Why? Because you cant have a valuable brand and create loyal customers through customer experience strategies, if you don’t first develop high performance cultures.
To do this we have to look at several internal processes and facets of an organisations culture. These include:
All change must begin with a desire to change, and a knowledge of what needs to be changed. Therefore creating a high-performance has to start with analysing what the current culture is, and determining what needs to be changed.
Then, we can develop strategies to fix what needs to be fixed, and take a cultures performance from where it is, to as high as it can be.
Personnel Evaluations and Development
It is then important to understand your people. Their strengths, weaknesses, tendencies and attitudes. Understanding your people allows you to determine how you use them. It gives you the opportunity to put them in positions where they are going to be the most motivated and successful.
This also includes leadership evaluation and training. Culture starts with the leadership. Therefore developing leadership and communication has to been near the top of the list of things to work on.
Human Resource Processes
Things such as workforce planning, structure, succession planning and reward and recognition processes all play a part in creating and maintaining culture.
Although for each of these, a textbook solution isn’t always the answer. Rather, bespoke processes which play on the strengths of an organisation and meet their specific needs must be created and implemented. Which brings to light the need for change management techniques which empower employees, rather than make them feel controlled and constrained.
Finally, there must always be ongoing evaluation. Culture erodes over time if it isn’t purposefully worked on. Therefore ongoing effort has to be put into continuing the development and maintenance of culture. This includes re-evaluation, and implementation of new initiatives which work to engage employees. Equipping them with the tools and desire to work for the culture. Creating people that say “this is how we do things around here.”
SparkBDM, has a bespoke design process which reveals the most valuable employee experience for brands. We look at the entire business and how it can create high performance cultures. Talk to us today about how we can help you bring joy to your customers through your brand and people.