Culture Matters. Company culture can be defined as “the values and behaviors that are displayed within an organization, which determine the ways things get done”. Good news: every company has a culture. Bad news: an amazing culture takes intentional effort (with leadership attention) and develops over time. It’s not a one-hit wonder. How To Build the Culture You Desire While many companies desire a positive, healthy, thriving culture (not an energy-sucking, draining one), most companies fall somewhere in the middle. Culture must be a priority and it must be intentionally crafted. Ask yourself, how do we want to win and differentiate ourselves from other employers? Ways to Differentiate Your Business From Other Employers Hire the best people Recognizing and reward your employees Ensure your systems are efficient Communicating often and well Instill company values and vision that teammates live by (not just posting it on the conference room wall) Require leaders to lead by example Continually build trust Your culture should be hard to replicate. It’s unique to your team, their wants and needs being met in a variety of ways. Change should be the norm, since culture is always evolving. It’s a product of action, reaction and more action. Just be sure that you are taking the right actions to move your organization forward and not backward. Everyone Talks About Company Culture But Do Your Leaders? Successful companies know that focusing on culture will drive organizational performance. Culture must be aligned with business strategy. A phrase originated by Peter Drucker and made famous by Mark Fields (President of Ford) says that: “Culture eats strategy for breakfast.” Unfortunately, it’s a phrase that seems to be forgotten during leadership strategy planning sessions. It’s “too soft” and intangible, there’s no hard number. Well leaders, work on your soft skills because culture is here to stay. How Strong Is Your Company Culture? However, culture and strategy are intertwined at the deepest levels, and if not aligned then organizational success will surely falter. No matter how strong your corporate strategy is, it’s culture that will determine how well it gets executed and sticks over time. We like to think of it as “what happens when the CEO isn’t looking”. And so we ask, how strong is your culture? Do people come in early and stay late? Do you allow for balance in their work life? Do they work tirelessly to meet deadlines, impress clients, get along with teammates? Are you making it intentional or allowing it to develop on its own? Do Your Leaders Buy-in To Strengthening Your Company’s Culture? Leadership buy-in is one of the biggest obstacles in strengthening a company’s culture. Need stats to drive the point home? In 2015, Deloitte surveyed 3000 leaders – across 106 countries- and culture / engagement was the largest issue. And while 86% of C-suite believes culture is important, only 45% think something is actually happening to change it. What’s your culture-shaping strategy? As the competitive market continues to grow, it’s essential to ensure your organization’s competitive advantage shines. Be intentional. Remember, when people matter, companies THRIVE.

Using a football team as an analogy for a business team, what is the relationship between a great coach, quarterback, and the players who make-up a winning team? How do these positions work together to create a successful team? Would a team win if they were missing any of these key elements? Likely not. The Team (Employees) We draft top talent (hire the best) and we get rid of those who don’t make the cut (healthy turnover). This is true whether talking about football or companies. Can a football team compete if there are gaps in the defense, kicking team, or special teams? Nope, and neither can your organization. You need people with different skills to make up your special teams, your departments including: Sales, Service, Marketing, Accounting, and beyond. Assess your team roster for gaps that need to be filled (create a strategic hiring plan). Ensure your best talent carries the ball (handles your most important work), and consider what happens if / when you have injuries (departures) or teammates head gracefully into retirement (this happens at work too!) Each team creates its own unique culture: putting in long hours of practice (work / overtime), developing personal relationships, attending events together, caring about the well-being of their teammates, and overall creating an environment of trust, respect, and team work. It’s important to ensure your team is bonding at an optimal level. Sometimes we have to facilitate these types of events, and we must be intentional regarding team engagement efforts (ask for feedback, survey, focus groups). Your team plays an integral role in making the magic of your organization. Ensure you have the right players, working toward the common goals. Quarterback & Offensive Line (Key Leadership) Imagine your key leaders as the Quarterback and Offensive Line. These leaders work together to move the ball forward (create success in the organization). They hold huddles to communicate, provide encouragement, and focus on the task at hand. They have worked to develop respect and trust with the team and each other. When the QB calls a play, the offensive line does whatever is necessary to make that play happen. Whether it’s blocking, tackling, running, catching, creating gaps, in order to see success everyone must be doing their part and doing it well. Is your QB and Offensive Line moving the ball down the field as desired (working toward that common goal and moving in the same direction)? The Coach (Business / Culture Coach) The role of the coach can be quite a challenging one. The coach is essential to developing the strategic plan and communicating that plan in an effective manner. The coach divides his/her time as a leader, mentor, motivator, strategic planner, cheerleader and more throughout the game. He/she utilizes a playbook (tool kit) that is built over time and filled with ideas to drive success. The QB/Offensive Line (Leaders) and Team (Employees) rely on the years of experience and preparation that the Coach has to offer, and listens because they know if they apply their muscle to the coach’s wisdom, then great things will happen as they work together and navigate towards success. They execute on the plan, and ensure everyone is working together. Just as teammates change over time, so can the Coach. Whether it’s because of an antiquated approach (you must compete in today’s competitive market) or a different view from the GM (the board of directors) – sometimes a new coach is needed. If the game isn’t headed in the direction you desire, then you must find another coach to add to the bench strength of your team. New perspective can be refreshing and needed. After all, we’ve seen the sidelines bursting with a support team (coaches, assistants, trainers, doctors, agents, referees, media, cheerleaders, mascots, and more!). While you likely don’t need a new mascot, it’s critical to your organization to have the right coach/coaches in place. How To Improve Your Team Having the right teammates on your bus, and leading your team should resonate with you. Ensuring collaboration, building trust, streamlining processes, representing your vision and values – all in the name of organizational success. MB Consulting Solutions can provide you a new coach, to help provide fresh perspective regarding your team. We are people experts, who focus on culture-shaping, and provide a quality gap analysis, recommendations for change, implementation of actionable programs, consulting services, and workshops for your business. Contact us today!

Turnover is expensive and costs organizations insurmountable amounts of money each year. And not only is it resulting in a loss of money, but it is leading to productivity issues, poor morale and a revolving door of expertise and knowledge within organizations. Why Does Turnover Run So High In Some Companies? The answer varies per organization but there is a universal question companies should be asking themselves… What if we changed our perspective? Rather than wasting money due to turnover costs (think re-recruitment, retraining, re-onboarding, etc), you should focus on proactive prevention of those costs through investment in retention. When Employers Invest in Retention… Money is saved! (think training, recruitment, on-boarding, etc.) Morale is boosted and employees are more engaged Absenteeism goes down Production improves (because engaged people do better work!) Communication gaps minimize as teams work together better Retention of employees becomes the norm (Adios turnover problems!) Customer / client satisfaction goes through the roof Overall culture is enhanced, and referrals of other good employees increase Profits soar Stop putting band-aids on your high turnover problem. Think of the long term rewards that investing in employee retention will bring. It is time to re-strategize and rethink your employee retention efforts. Good employee retention will take your organization to the next level of success. You may have to spend a bit more during the transition, but the long term benefits will far exceed the short term pain. Smart employee retention investments lead to more satisfied employees and more productivity.