Fixing a bad culture or carefully developing a desirable one is something that many companies want to achieve but fail to do so. It’s a point of disappointment and some measure of frustration in businesses that suffer from this problem.

In this article, we provide some suggestions on how to address business culture issues and move them in the right direction.

Frugality as a Stated Approach

When companies aim to be frugal and not wasteful in their spending, it sends a signal out to all employees that they should follow this edict in their dealings too.

For instance, staff may come up with original ideas about how to avoid purchasing new items and instead look for second-hand options to reduce the expense. A focus on recycling will hold appeal for employees who are focused on environmental issues.

It may include things like purchasing used office chairs through a provider rather than subsequently purchasing the most expensive swivel office chair believing it’ll offer the most comfort. Also, used office desks are another way to be frugal and to save forests from erosion.

From a used office chairs provider, to sustainable gifts given for office secret Santa, through to car sharing for employees, there are loads of ways a company can become more frugal.

Positive Communication to Keep the Office Upbeat

While it’s unnecessary to have a false level of positivity that’s not always appreciated, it’s still possible for managers to make the effort to intentionally see the best out of a situation.

When employees make mistakes, berating them and making them feel less happy in their role isn’t always the right thing to do. It will only make them feel like a disappointment and bring down their whole day. Instead, sandwiching the discussion including positive things that they did right and, in the middle, mentioning their mistake, makes the whole conversation more palatable.

Values that the Company Does and Doesn’t Just Talk About

Companies get into trouble when they talk about the core values but then fail to walk their talk. It creates doubt in the mind of the employees because once they realise that the business isn’t following through on it said it stood for, it creates a rudderless situation.

It’s important to be careful about values that a business proudly states are true for the company or brand(s). It’s better to have a core 2-3 that have the greatest meaning and then ensure that all major decisions are checked against that small handful of values before going ahead. This approach is likely to lead to a series of actions being taken that make sense to employees. Staff are likely to respect the company and its leadership more as a result.

Sharing Knowledge is Key to Growth Cultures

Companies that have a goal of sharing knowledge between workers see elevating all employees as vital. By ensuring staff receives the latest information that’s relevant to them, they learn faster and feel they’re being kept in the loop.

Knowledge sharing also includes making training courses available. These training courses can be run internally to provide the right information or knowledge when an external course just isn’t tailored enough. This way, no one gets left behind and the company can evolve quicker than its competitors.

Audit the Culture

It’s necessary to audit the culture to review how it’s going compared to what it’s supposed to be.

When there’s concern amongst employees that the company has moved away from its original values or isn’t executing ethically, then it’s up to an auditor to catch where the business has lost its way a little bit.

Failing to perform a cultural audit every year sees companies drift away from stated values and employees begin to lose faith in the business as a result.

Improving a business culture isn’t something that happens overnight. It’s often necessary to go back to basics to assess what’s wrong with the current one to fix it.