Business leaders across the globe are coming to an unexpected—and undesirable—realization: Their work cultures suck.
Of course, we can’t and shouldn’t label all company cultures as toxic. But the odds are good they’re not ideal and are less than inspiring. In many organizations, poor company culture is the root cause of low employee engagement, poor retention rates of key employees, low productivity, and many more undesirable outcomes.
Even without knowing the exact negative impact of a lacking company culture, experience tells us too many work cultures today aren’t consistently respectful or even civil. Over the past five years, daily interactions in many organizations closely mirror society. In other words, they’re more likely to be divisive, demeaning, discounting, and dismissing than validating and celebrating. These culture characteristics lead to burnout, workplace bullying, high turnover of employees, and worse.
The State of the Workplace: The Numbers Don’t Lie
The Need for a New Leadership Mindset
Today, employees of all generations desire—and deserve—workplaces where they are respected and validated for their ideas, efforts, and contributions, every day.
A work culture founded on command-and-control principles cannot—and will not—meet this need. Our research and experience have led us to an undeniable conclusion: An Industrial Age leadership mindset is not only flawed—for many businesses, it will prove fatal.
Today, employees of all generations desire—and deserve—workplaces where they are respected and validated for their ideas, efforts, and contributions, every day. And if employers fail to meet those demands, as the workforce is already proving, they’ll work elsewhere.
Creating an Uncompromising Company Culture (That Doesn’t Suck)
So, how do leaders create and sustain a work culture where “good” is an integral part of the new normal?
Of course, even for more contemporary leaders, this change cycle doesn’t happen overnight. Your executive team will need to work through a step-by-step process that goes beyond theoretical, feel-good ideas and into tactical, practical “Define-Align-Refine” action. Specifically, Good Comes First guides leaders to define their desired culture, then align and refine all plans, decisions, and actions to that desired culture.
Once leaders and employees start to model their good comes first culture, however, your company will attract top talent looking for a good place to work. Existing employees not only will stay—they’ll also invite friends and colleagues to join the company through employee referrals. Soon, as a leader and change champion, you will not only have changed your leadership mindset, but you will have achieved the ultimate goal of a good comes first company:
Good people. Doing good work. In a good place to work.