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5 Ways to Impact Culture and Ensure Your Employees are the Heart of Your Organization

How do we keep and align our culture after the isolation of the pandemic? Do you have a game plan to enhance your corporate culture? Are your employees sharing their needs or challenges with their leaders? Many organizations are asking, how do we foster a collaborative culture when employees aren’t in the same place? Do we have the most effective tools and strategy to make teamwork happen that mirrors our culture? Are we doing enough to retain our employees?

Change is needed to stay afloat in a world where technology, customer and worker expectations are changing rapidly. Building or maintaining a strong Corporate Culture is part of our New Reality! There are many challenges facing us in our new reality such as employee retention, burnout, dysfunctional teams, diversity, and lack of motivation. One key challenge is how our employees feel about their work and organization. As Gallop’s Director of Research and Strategy Ben Wigert shares, “When people feel inspired, motivated, and supported in their work, they do more work- and that work is significantly less stressful on their overall health and wellbeing.”

Having a Game Plan to support your employees starts with culture. We believe that culture is how your team behaves, treats others, handles work, and what happens within your organization when no one is looking. It’s important to recognize – that this impacts your customers too! Knowing this, it’s more important than ever to ensure your organization have a culture plan. We urge leaders to use the THRIVE Model as our guide to champion a strong workplace culture. When leaders do this intentionally, they drive innovation, creativity, and growth. Working together to enhance your culture helps you achieve measurable results aligned with organizational goals. How? Because your goals are influenced and carried out by your people. When your people are supported and nurtured about, they THRIVE!

The following are 5 ways your organization can face the challenges of our New Reality through a strong workplace Culture…

#1 Quality Goal Alignment
Goals are typically established with a combination of top-down information from senior leaders as well as bottom-up input from employees. With structure from the THRIVE Model, you can begin discussing goals to ensure alignment within your organization’s culture. Each goal can then be reviewed and adjusted at each level to ensure they are achievable and relevant to employees who will be performing these goals.

Employees feel like an important part of the organization when they are involved in goal related discussions which are aligned with the organization’s strategic priorities and culture. This critical step in a key communication element, outlining what is expected, what is aligned, and providing employees the opportunity to be successful.

#2 Periodic Effective Feedback & Communication
It is important to revisit goals on a regular basis to stay aligned on expectations throughout the year. Keep these communication lines open. Whether initiated by the leader or employee, feedback sessions must be had in order to discuss the individual’s performance and goals. Strong leaders also foster discussions that also include career discussions, professional development opportunities for skill-building, and growth within your organization for retention of your talent.

Our New Reality requires continuous open communication in order to keep our teammates in the know and connected to the organization. A strong culture includes an environment where employees feel listened to, and their feedback is taken seriously – with appropriate adjustments when changes need to be made.

#3 The THRIVE Model©
We desire that leaders and teams to develop insights, concepts, and behaviors with a commitment to a strong culture as a foundation in our New Reality. The THRIVE Model©is the game plan that you need to make that happen. When we put our collective decisions, tools, and insights into action, and feel good about the alignment based on our culture – then our people can truly THRIVE.

When challenges arise, your organization will be ready to deal with any number of situations based on your efforts to build a strong culture. Strong leaders foster a strong culture. They need a plan – give them that structure so they can move forward in a successful way.

#4 Gamify with Cards for Culture©
Cards for Culture© helps leadership teams determine their Keys to Success, Defining Behaviors and then addresses how to Bring it to Life – all through an interactive game. Leaders are thrilled at the clarity it brings in a very short time. On one hand it’s teambuilding. On another it’s alignment. But it’s definitely a clear focus that most organizations have forgotten related to their culture. Whether playing self-guided amongst your team or adding a facilitator, you cannot go wrong.

Our clients are raving about the immediate impact that this tool has on their organization. “We’ve accomplished more in 2 hours with Melanie’s game than we have in 10 years!” – Peter Schulteis, CEO Global Underwriters

#5 Get Certified as a Culture Champion
Take your culture knowledge to the next level. We have developed a certification for leaders who know culture is a priority, but aren’t sure how to move the dial forward in a meaningful and measurable way. Through learning sessions, adding to your toolbox, understanding the intricacies of the THRIVE Model, obtaining your own copy of the Cards for Culture game and understanding how to use it for team facilitation, and through additional Culture Conversations, Roundtable Events, and a Culture Community of support – we hope you will join us!

Don’t be the leader who is known for trusting your gut and hoping for the best. Hope is not a strategy. Join us to get certified as a Culture Champion for your organization. MB Solutions is here to work together with you as we focus on the Heart of our organizations — supporting our people to THRIVE!

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Why Your Company Culture Matters

By Melanie Booher • September 22, 2023

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.

How To Build a More Successful Team

By Melanie Booher • September 15, 2023

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!

4 Key Ways to Recognize Your Employees

By Melanie Booher • August 25, 2023

Employee recognition is a simple and proactive way to improve employee morale, lower turnover, and boost overall team motivation to get the job done (and good news: productivity will soar!). We encourage leaders to open this gate of opportunity and develop a successful game plan for recognizing your team. What is the right approach for your organization? The following are some tips that will help get things moving in a positive direction… A Little Goes a Long Way Employees want to feel appreciated, even when the gesture is small. Whether a handwritten thank you card for going above and beyond, public/private praise and recognition, or honoring someone as the employee of the month with a closer parking spot for their hard work. A memorable and easy reward… allow your employee take his/her spouse out to dinner on the company. Getting the partner involved is key, as it increases the impact and brings the reward factor home! Taking action is the most important factor, whether big or small. Respect and praise are free and should be given freely. Organizations do not have to break the bank to make employees feel valued, but rather have meaningful rewards provided at varying intervals. Be Aware of Differences Successful recognition is based on a customized approach. Be aware of your methods behind recognition, whether private or public. Bob from marketing may love when people clap and cheer for his accomplishments, however Sue from sales may not feel the same way. Reach out to your team to see what makes them most comfortable. This could be done via conversation or survey (depending on the size of your organization). Additionally, everyone has different reward types that are appreciated. We recommend sending out a “Fun Facts” sheet to help you team get to know each other. The hidden agenda behind this project lies in the details. When we ask people about their favorite food, drink, hobbies, candy, restaurant, etc. then we have a great customized tool to use down the road when you need ideas for rewards, gift cards, or even the simple gesture of leaving a special treat on your employee’s desk. Customization matters, your team will appreciate that you took the time to think about them specifically. Remember the Special Days Birthdays, marriages, anniversaries, the birth of a child; these are all events that employees celebrate and cherish. Your organization should also! Be sure to genuinely show interest (ask questions!) and celebrate these important life events. Whether it’s a small party put together by department colleagues or a monthly celebration for all of the birthdays, look for reasons to celebrate your team. One of our favorite areas of recognition is around employee birthdays. We encourage clients to send a $5.99 personalized note and Cheryl’s Cookie Card to each person, and while the cost is low the impact has been significant and well received. It’s personal, thoughtful and makes each employee feel special. Celebrate milestones and let your team know that you are happy for them, it does not cost much. Employees just want to know that you care. Let Them Take the Lead Do you have an employee interested in leading an initiative or otherwise making a positive impact on your company? Encourage him/her to take the lead. Form committees of special interest (community, social, diversity, educational, creative, etc.) or start new projects for process improvement. Providing empowerment opportunities like this increases employee morale and the “ownership” feeling that builds commitment and breeds pride. Additionally, it builds into your employee’s skills as a form of leadership development. Also remember to recognize those who take the lead – a key strategy to building trust and commitment between an employer and employee. As you can see from the above examples, employee recognition matters. Taking time to say thanks, pat people on the back, and give rewards can lead to great things. Employees feel appreciated, which engages the team and builds morale thus lowering turnover. Your organization needs this to survive and thrive. Take some time to review your current rewards and recognition program, then use these findings to make improvement and personalize your approach. Show that you care, and employees will do the same.

9 Reasons To Invest in Employee Retention…

By Melanie Booher • July 28, 2023

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.