Unhealthy company cultures typically have characteristics such as the ones we will list in this piece. The people that work for your firm are its most valuable asset. With their aid, you may make the workplace more positive, open, unified, and productive by communicating the organization’s mission and values.
We can separate the factors that separate businesses with thriving corporate cultures from those that have yet to take any steps in this direction, as well as the adjustments that can be implemented to achieve this goal.
When discussing company culture, you are really discussing the very fibers of your being. It’s true that many businesses are blissfully unaware of their own internal culture.
Culture permeates all organizational elements and grows with teams from day one. Since it essentially represents the shared values, beliefs, and practices of the company’s staff, it may make or break the organization.
Having a healthy corporate culture will aid in the necessary transformation and adaptation to survive and master a new environment where change appears to be the only constant in these times of uncertainty and crisis that we are witnessing all over the globe.
So, in this essay, we will discuss the most important issues for analyzing corporate culture, as well as relevant ideas and advice for coping with the present.
Unhealthy Company Cultures Typically Have Characteristics Such as the ABSENCE
A lack of fundamental corporate principles is a worrying symptom of a negative company culture. A company or group without these would likely continue to drift aimlessly around without a clear sense of purpose. The success of your company will be hampered by the emergence of undesirable subcultures.
To solve this issue create and share a set of values. Here is the list of values that your team should live by… It’s important to get the C-suite, HR, and long-term workers in line with company values before spreading them across the organization. Discuss each number with your group. By encouraging productive actions and attitudes, you may strengthen teamwork within your organization. Throughout the recruiting process, revisit your fundamental principles to make sure you’re bringing people into your team who share those beliefs.
Unhealthy Company Cultures Typically Have Characteristics Such as GOSSIP
The Catch-22: It wasn’t hip in junior high, and it’s not professional in an adult setting. Unwanted in-groups form as a result of gossip, pitting your workers against one another and sowing the seeds of mistrust that will take root in the company culture.
The Cure: If you’ve noticed that rumors are spreading more often than usual, you should deal with it directly. Make an effort to single out those who seem to be participating most regularly and have a private conversation with them. You should also make an official statement to the firm as a whole to make it clear that no tolerance will be shown for such conduct.
Unhealthy Company Cultures Typically Have Characteristics Such as TARDINESS
Lack of punctuality and frequent absences are hallmarks of a toxic work environment. If an employee often arrives late to work, it’s a red flag that they’re either disengaged or lazy (both of which are bad for morale). Employees who are regularly absent from the workplace (with the exception of those who work remotely or on a flexible schedule) are probably not invested in their job and lack enthusiasm.
To repair it start each day off on the right foot by making sure your mid- and upper-level managers arrive on time. When one boss in a company consistently runs 30 minutes late, their direct subordinates will likely start doing the same. Then, discuss the issue of time off with those who have violated the policy repeatedly. It’s conceivable that they have a recurring schedule problem, such as having to drop off their children at school or having to leave early because of commuting needs.
Get the human resources department involved in improving the team’s method of recording time off for illness and medical visits. Personal issues and special situations should be discussed freely. These methods, used together, will reduce absenteeism and foster an open and communicative workplace.
Unhealthy Company Cultures: LACK OF CONCERN TO COMMUNITY ISSUES
Why It’s a ProblemIf your company doesn’t have a matching program for charitable donations, doesn’t provide a day of service for volunteer work once a year, and doesn’t issue calls for donations after a devastating hurricane or another disaster, you’re sending the message that you don’t care about the world outside your office.
To solve this problem start something that will help the neighborhood. Provide employees the option of taking a day off once a year to do community service. Organize a campaign to collect school supplies for a charity in your area. Instead, you might participate in the United Way’s workplace giving program. Taking any action at all will show your staff how much you value them.
Check this piece to learn more about donation in the workplace.
Unhealthy Company Cultures Typically Have Characteristics Such as TAKING WORK TO HOME
The Issue If your staff often remains late beyond the official conclusion of the workday (say, 5 p.m.), this should raise red flags. If this is the case, it’s likely that individuals on your team have too much on their plates, or that their bosses have unreasonable expectations. Quotas are useful for keeping your expansion strategy on track, but setting unrealistic goals may lead to dissatisfaction in the workplace.
The Solution: Have a conversation with superiors about reevaluating workloads in order to prevent overburdening staff members. Make sure everyone is challenged and contributing to the company’s success in a way that won’t wear them out. You may also want to assess the needs of the whole team; if everyone is working overtime, you may want to consider adding a new member to the staff.
How to Clean Up a Bad Work Environment
Developing a business culture is an ongoing process. It’s important to keep an eye on your corporate culture even after you’ve dealt with the 16 warning indicators we listed above. Measuring employee enthusiasm and soliciting consistent comments from staff members are two ways to evaluate the health of your business’s culture.
Employers may also take a variety of preventative measures to foster a constructive work environment. Schedule team lunches and other icebreakers to help employees get to know one another outside of their usual roles and build stronger bonds across teams and departments. Don’t shirk your duties to the company’s culture; they will pay off in the long term if you put in the effort now.
To turn a toxic company culture into a good one, you may need a platform where it is possible to spread it. In this case, you can consider Empactivo, an end-to-end employee experience platform. Click here to request a demo.