What Works: Does your organization need therapy?
Submitted by editor on Mon, 08/18/2014 - 10:17am
The environment you are surrounded by at work can lift you up, propel you forward, pull you down, or trigger feelings of being stuck. In some organizational cultures, a cycle perpetuates itself that is very similar to abuse. What do you do if your organization is stuck in such a cycle? You get therapy.
As a leader, there are a few ways you can do this without pulling in an outside facilitator. Although, if things have gotten to the point where the needle can’t move with internal efforts alone, a facilitator may be necessary.
DIY Organizational Therapy
1. Encourage transparency: Lack of communication is one of the top reasons organizations begin to struggle. If employees feel invisible to upper management, like they are not being heard, or if they aren’t being communicated to in a proper way, this can cause resentment. By encouraging two-way transparency, without fear of punishment, demotion, or firing, you create a culture of top down and bottom up sharing.
2. Stop the gossip: Interoffice gossip is a given. But when that gossip causes personal strain and doubt in the leadership of the company, the rumor mill can destroy morale in a heartbeat.
3. Assure each team member is acting according to their strengths: When your employees act according to their strengths, they spend more time in a productive state when at work. Sometimes, work roles need to shift to accommodate what is best for the team. Do you have a busser (in a restaurant) who is incredibly customer friendly, is on top of everything and is often under-utilized? That person may be ready for a promotion to a server position. Spend time observing your team, promote, and reallocate resources when necessary to assure the best use of your most valuable resources—people.
4. Understand everyone as individuals, not just workers: To create a family environment within your business, try to view your employees as individuals, not just workers. This does not mean becoming buddy-buddy. More so, if there is a personal issue affecting performance, don’t be afraid to address the issue. If an employee is committed to you, showing commitment to them as a person goes a long way to earning long-term loyalty. If they aren’t committed to your business, you will see it quickly in a one-on-one conversation. Handle sensitive discussions one-on-one.
5. Make sure your employees are trained: Very few people do well when they are handed a job description and are told to figure it out. Make sure you have a clear orientation process, including a way to fold the new employee into your company culture. Assure someone is around to answer questions, if needed. Make sure the new employee has all of the resources they need set up before they walk in the door.
Above all, do what you do best. Lead your organization. You started this business because you had a vision. How are you doing with it? Are you leading by example? Are you growing, remaining the same, or are you facing challenges you could use a little organizational therapy on? What is the biggest challenge your organization has faced and how did you overcome it? The floor is yours, Carson City.
ABOUT DIANE HANSEN
Diane Hansen is the Chief Inspiration Officer of What Works Coaching, a coaching firm that has helped people worldwide with their businesses, careers, mindsets, and profit margins. She brings to Carson City more than 17 years of experience with a wide array of clients, ranging from top corporations, motivated entrepreneurs and individuals hungry for a fresh start. Her column appears every Monday on Carson Now.
