Problem: Your office lacks pizzazz
Solution: Poll your team about what they want and encourage creativity
D.H.: This is directly related to space. I heard Jonathan Garard of Grooms speak about culture, and how you should have your team help you create the office space. If your folks help drive what the office looks like, they will also own that. A lot of people think if they put in a ping pong table, that will drive culture, but no. Culture just happens. It’s what it’s like to work there. It’s set by everybody; some of it accidentally and some of it intentionally.
V.G.: It’s very true that if your employee takes pride in the space they spend a third of their life at, then they’ll treat it with more respect and have a more meaningful connection to it. Encourage your employees to share what they think can be improved, big or small. A sit-to-stand desk or a better coffee maker can be simple changes that can boost morale and make employees feel like their input matters. Looking to repaint or install new carpet? Have a professional develop two schemes and let your employees vote. Just be warned, you’ll never have everyone agree on the same one.
Problem: You have a great team, but they’re not performing well
Solution: Put people in the right positions
D.H.: Making sure you get the right people in the right places is also key to culture. It starts with the performance of the company. If the company isn’t selling enough, then you look at the sales team. Are you missing tools to help them, or is it the team members themselves? The good thing is most people know if they’re in the wrong place. Maybe they’re not hardwired for that position. To figure out if someone is in the right place, you have to evaluate two things: You look at culture fit and job fit. Your team member might be a great cultural fit, but they might be struggling in the job. If this is the case, you might have an opportunity to move them to a new position. If they’re a bad cultural fit, that’s harder. That can infect the team.
V.G.: Management has a constant duty of making sure their employees are functioning at the most efficient speed and accuracy for their job. Making sure the right people are in the right position extends to the physical office setting you’re providing for them. Does HR have enough privacy to handle confidential conversations with employees or a space that invites the employee to approach them? Does your sales team have enough sound absorbing materials around them so they can make calls without being distracted? Consciously thinking of these functions performed by different jobs and planning around them will give your people the tools they need to do their job best.