Workplace Culture – Doug Dickerson on Leadership

Building Community in Leadership

Posted June 26, 2024June 26, 2024
by admin

There is no power for change greater than a community discovering what it cares about. – Margaret J. Wheatley

Found in the pages of the National Library of Medicine comes a study simply known as the Rosetta effect. The study was conducted in the small town of Roseto, Pennsylvania between 1955-1965.

The study found striking differences in mortality rates from myocardial infarction in a homogeneous Italian-American community and small towns located nearby. The differences disappeared slowly over time as Roseto became more “Americanized”.

The study found that people with stronger social relationships had a 50% higher likelihood of survival than those with weaker social relationships. Roseto teaches us the importance of social connection to our health and well-being.

While these results may not necessarily come as a surprise, it’s important to note that the connection between community and our well-being transcends the boundaries of any physical address. Being connected to a caring community is the goal of any organization that desires to succeed.

In the workplace, we have coined terms such as workplace culture, corporate environment, corporate character, organizational culture, corporate values, and more to describe what decades ago we simply called community.

As leaders, we have often used the vernacular of culture to represent or replace the word for community. And while the intentions are good, the differences are striking.

Scott Perry, the Chief Difference-Maker at Creative on Purpose says, “Culture is driven by ideas and actions. Community is driven by proximity. The people you find yourself surrounded by define your community.” Allow me to take it a step further – your community determines and drives your culture. Without a strong, close-knit community, your culture will not thrive. Workplace culture without community will be relegated to nothing more than slick posters hanging on a wall that mean nothing.

To get community and culture right, what ought to be the focus of the leader? Here are a few suggestions.

Prioritize your community standards

When the standards of your community are established it will be much easier to determine who has proximity. It won’t be a fit for everyone. But establishing your community standards is a non-negotiable because too much is riding on it. Building your team based on your community standards sets the foundation for your culture. Building culture before building community is getting the cart before the horse. A culture that flows out of a shared community will more closely align with the culture you want to create.

Promote community building

The coming together of your team around a shared set of values is the springboard of community that propels your culture. It’s important to be intentional about strong and healthy relationships. Creating a community of people who care for and look out for one another is essential. Proximity does you no good unless your people build healthy relationships and know where they are going and why. Be a leader who connects people, builds bridges, and models what being a good neighbor looks like. Your community and your culture depend on it. Click To Tweet

Practice community daily

Practicing community simply comes down to living out the standards of community that you have defined and consequently applying them to your ideas and actions (culture). Your culture will be strong and continue to get stronger as the right people gain proximity.

Practicing community in the context of culture is about showing up, being there for one another, being appreciative and showing gratitude, focusing on solutions, celebrating wins, and fostering an environment of growth and opportunity.

Final Thoughts

Coretta Scott King observed, “The greatness of a community is most accurately measured by the compassionate actions of its members.” As you desire to build a strong culture, focus first on community. When you get community right, you can get your culture right.

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Getting The Attention of Those You Lead

Posted June 5, 2024June 5, 2024
by admin

I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel. – Maya Angelou

I read a story once about a farmer who wanted to sell his mule, so he put an ad in the local paper. One day, a man from another community came to the farm. The two farmers got to talking and eventually, they got around to talking about the mule.

The farmer who wanted to buy the mule asked if the mule was a good worker. The reply was that the mule did a day’s work. The next question that was asked is did the mule obey every command. The owner said yes. The farmer asked if they could hitch the mule up to see how it worked. The owner agreed.

The farmer got the mule into his harness and the farmer took the reins and told the mule to giddy up. The mule just stood there. The farmer tried a couple of more times and still, the mule just stood there. The farmer looked at the owner and said, “I thought you told me this mule obeys.” “He does,” said the owner, who then picked up a 2×4 and walked to the front where he was facing the mule. He then hit the mule as hard as he could. He then walked back to the farmer, “Try again.” The farmer did and the mule obeyed. The owner said. “This mule always obeys, but you have got to get his attention first.”

As a leader, and especially as an employer, the way in which you capture the attention and treat the people you lead is critically important.

A sampling of a recent Harris Poll survey discovered the following:

Many American employers display harmful behaviors such as setting unreasonable expectations (51%), and credit stealing (48%)
The anxiety stemming from toxic bosses is extensive, with 73% experiencing weekend anxiety about returning to work on Monday
A significant number of employees (66%) with toxic bosses plan to quit as soon as the economy allows

With this type of sentiment among many employees, it should go without saying that a significant leadership deficiency must be addressed. But unless and until we address it with clarity and intentionality, these unacceptable behaviors will only continue.

As a leader, how you get the attention of your people matters. And while a 2×4 might work with a mule, you must remember that you are making connections on a human level. It’s not enough to have the attention of the people you lead (bad leaders can do that), you must be intentional about a better path forward. Here are a few things to do and understand.

Trust is your currency

Unless and until you are a trustworthy leader, you will always come up short in getting the attention and respect of the people you lead. Without it, you are dead in the water, with it, your possibilities are endless. Make trust the foundation of your leadership.

Put the focus where it belongs

The cardinal rule in leadership is simple – it’s not about you. And people are interested in the people who are interested in them. The more you are interested in others, the more they will be interested in you, and thus you will expand your influence as a leader. Click To Tweet You will get the attention of the people you lead when interested in them.

Empower your people

People will have buy-in and take greater ownership of what they help create. When you believe in your people and empower them, they will go to great lengths to impress you. A true sign of your leadership is not found in how much power you amass for yourself, but in how much you give away.

Follow the golden rule

People don’t care how much you know. They will, however, always remember how you treated them and made them feel. As John Maxwell says, “People don’t care how much you know until they know how much you care.” Let this be your true north in your leadership.

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Who Are You Cheering For?

Posted May 29, 2024May 29, 2024
by admin

We rise by lifting others. – Robert Ingersoll

I read a story by Jeffrey Zaslow some time ago as he recalled his father coaching a team of eight-year-olds in baseball. “He had a few excellent players and some who just couldn’t get the hang of the game. Dad’s team didn’t win once all season. But in the last inning of the last game, his team was only down by a run. There was a boy who had never been able to hit or catch the ball. With two outs, it was his turn to bat. He surprised the world and got a single.”

The next batter, Zaslow explained, was the team slugger. He continues, “Finally, Dad’s team might win a game. The slugger connected, and as the boy who hit the single ran to second base, he saw the ball approaching him. Not certain of baseball’s rules, he caught it. Final out! Dad’s team lost.”

“Quickly, my father told his team to cheer. The boy beamed. It never occurred to him that he lost the game. All he knew was that he had hit the ball and caught it for the first time. His parents later thanked my dad. Their child never even got in a game before that season. We never told the boy exactly what happened. We didn’t want to ruin it for him. And ‘til this day, I’m proud of what my father did that afternoon.”

The story is an inspiring example of what it means to cheer for others and support those around you even when it would be all too easy to do otherwise.

In far too many workplaces, we see cultures of unhealthy competition instead of healthy collaboration. Getting ahead seems to be more important to some than getting along.

However, it will come as no surprise that productivity and workplace culture significantly improve with recognition and seeing each other as colleagues, not as competitors.

In a Nectar State of the Workplace survey, respondents weighed in by affirming the following:

83.6% of employees surveyed said that recognition drives their motivation to succeed at work
77.9% of employees surveyed said they would be more productive if their employer recognized them more frequently
81.9 % of employees said that recognition for contributions improves employee engagement

These statistics should not surprise any leader who sees, recognizes, and values the value of his or her team members. Good leaders understand this and make it a practice.

Let me ask you, who are you cheering for? Can you celebrate the successes and wins of those around you even when not experiencing one yourself?

As a leader, your ability to cheer on those around you happens when these three things happen.

You can cheer others when you set aside your ego

The leadership lesson here is simple – it’s not about you. You will be a more secure leader when you acknowledge and embrace this fundamental premise of leadership. When you can check your ego at the door, you win and are now positioned to cheer those around you with no hidden agenda or motive.

You can cheer others when you value the team over yourself

Your team will succeed when they see what they do as something greater than themselves. While roles, responsibilities, and contributions will vary, the team wins when each person values the team over self.

You can cheer others when you don’t care who gets the credit

Lao Tzu said, “A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.” And this is the beauty of your role as a leader- to shine the light on others as the wins are celebrated.

Who are you cheering for today?

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Leadership and the Toxic Workplace Culture (Part 2)

Posted July 10, 2023
by admin

Who you attract isn’t determined by what you want. It’s determined by who you are. – John Maxwell

In part one of this two-part series, I introduced you to a working definition of what a toxic workplace culture is and introduced you to the leader’s role in addressing it.

A toxic workplace environment was defined as “a workplace where a negative atmosphere caused by coworkers, supervisors, and/or the company culture, makes it difficult to work or progress in a job.” Perhaps you can identify with this working definition. In fact, 87% of those surveyed for the study said that they worked in such an environment.

The leader’s role in reversing a toxic workplace environment begins with two things: 1) The leader defines the workplace culture. In other words, the type of culture you want is determined by who you are. You can’t expect to have great workplace culture if you, as the leader, do not possess the character and integrity to create it. You define the culture by who you are. 2) The leader must defend the culture. It’s not enough to define the culture you want, you must defend it. This means everyone in leadership is clear on what it is and everyone sets the example of what it looks like and you hold everyone accountable for it.

As stated in part one, many CEOs and CFOs acknowledge the benefits of a healthy workplace environment but do not know where to start when it comes to fixing it. I addressed a starting place in part one, so let’s continue with a few next steps that can turn the tide.

Don’t assume everyone knows or understands the culture

It would stand to reason that your values and culture are an integral part of your onboarding process. If it’s not, it should be. But that aside, you must build upon it. Your culture and environment are always evolving. At every opportunity, remind your people that they represent the culture and the health of the organization.

Everyone is held accountable

Patrick Lencioni says, “Great teams do not hold back from one another. They are unafraid to air their dirty laundry. They admit their mistakes, their weaknesses, and their concerns without fear of reprisal.”

And this must be the guiding philosophy of your organization if you want it to be healthy. If all your people do is bottle up their frustrations and concerns and never speak up, even though that employee is an otherwise ideal team member, they are inadvertently contributing to the toxic culture. Your people must take ownership of the culture they want and it begins with mutual accountability. Click To Tweet

Regularly employ T.L.C.

The benchmarks of a strong workplace culture that will cause it to thrive are found in three basic ingredients:

Trust – The foundation of your workplace culture is trust. When your people trust each other (and you), the sky is the limit in terms of what you can accomplish. Without it, you will always be stuck.
Loyalty – Loyalty to one another – built on trust, is the glue that holds everything together in your organization. Guard and protect this with everything you have.
Communication – Nothing will undo a strong workplace culture any faster than a lack of good communication. Your people do not want to be left in the dark. If you can’t properly communicate then how can your people trust you or be loyal?

By no means have I exhausted all there is to say about toxic workplace cultures. But I trust that these two posts have opened your eyes and understanding to the possibilities of what can be done to turn it around in your organization.

Read more about employee engagement and workplace culture in my book: Employee Engagement – Click here to order my book on Amazon
For more information about employee engagement and workplace culture workshops, email me at: [email protected]

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Leadership and the Toxic Workplace Culture (Part 1)

Posted June 29, 2023
by admin

Who you attract isn’t determined by what you want. It’s determined by who you are. – John Maxwell

A quick toxic workplace culture Google search netted more than 43 million results. To say that toxic workplace cultures are not prevalent would be grossly inaccurate.

What is a toxic workplace culture? How do you know if you are in one? What can be done about it? These are more than just curious questions. For far too many, these are some of the most relevant questions many in the workforce want answers to.

A good working definition comes from a post at CareerPlug. They define a toxic work environment as a “workplace where a negative atmosphere caused by coworkers, supervisors, and/or company culture makes it difficult to work or progress in a job.” In the same survey, 87% of respondents, when asked, said they had experienced such an environment.

My purpose here is not to throw around too many statistics and figures. That toxic workplace cultures exists speaks for itself. But I will sparingly use some for the sake of context.

Writing in Forbes, Bryan Robinson, author of Chained To The Desk In A Hybrid World says, “More than 90% of North American CEOs and CFOs believe that improving their corporate culture would benefit financial performance. Although most leaders acknowledge that their organization’s culture is not as healthy as it should be, many don’t know where to start (emphasis mine). But time is running out.”

This admission of not knowing where to start is a telling revelation as it relates to leadership. Knowing that there is a problem does not translate into being able to do something about it. When/if leadership is paralyzed by the inability to act in a decisive way, the people - the culture, suffer. Click To TweetAnd what’s troubling about this is, people in the organization are not waiting around for things to improve. Employees who are tired of waiting are moving on. Can you blame them?

My leadership mentor, John Maxwell says, “Everything rises and falls on leadership”. And as it pertains to toxic workplace cultures, the absence of engaged leadership creates a void (intentionally or by default) that must be filled. And unfortunately, this is the root of many toxic workplace origins – not exclusively, but certainly a strong contributing factor.

So what’s the starting place for leaders? In part one of this series, I believe the focus has to be on those in leadership. Here are some starting points for consideration.

Leaders must define the culture

Simon Sinek says, “Corporate culture matters. How management chooses to treat its people impacts everything – for better or for worse.” And this is where leaders must step up. The type of culture you want is determined by who you are. The creation of your corporate culture begins with the leader and expands from there. In order to build a of culture of excellence, integrity, loyalty, passion, etc. it first must reside in the leader. This is where it must begin. The absence of these qualities in the leader will produce the absence of them in the organization. From there, the leader sets the tone in words and in actions. Again, who you attract isn’t determined by what you want. It’s determined by who you are.

Leaders must defend the culture

It’s just not enough to point out the values that you say define your culture. You must live it and breathe it, and ultimately, you must defend it. So how does a toxic culture evolve in an organization? It happens when the leader phones it in and believes that because the values and mission statements are written in a dusty policy handbook the job is done.

Your company culture and workplace must be defined and defended by those in leadership. And this means holding yourself and others accountable for it. Without this safeguard, you are on a slippery slope. As a leader, you must fight for your culture.

Next week I will look at specific things leaders can do to enhance employee engagement and put a stop to toxic workplace cultures.
Read more about employee engagement and workplace culture in my book: Employee Engagement -Creating Space for Engaged Employees and Healthy Culture Click here to order my book on Amazon
For more information about employee engagement and workplace culture workshops, email me at: [email protected]

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Why Do The Bad Ones Stay?

Posted November 1, 2022January 13, 2023
by admin

Choose your companions before you choose your road. – Patrick Lencioni

In this space back in 2019, I wrote an article entitled Why Do The Good Ones Leave? In that article, I shared various reasons why good people leave organizations. Those reasons included: leaders with no boundaries, no vision, limits placed on potential and opportunities for growth, and no accountability, to name a few.

Since writing that article, we have continued to witness what’s being called “The Great Resignation” and its impact on business everywhere.

Writing in Forbes, Cindy Gordon states, “Employee disengagement and unhappiness is worrisome, and year over year, it’s getting worse, not better.” And herein lies the dilemma for the modern-day worker and employer.

Much research has been conducted as to why employees are leaving. Pew Research has excellent data citing many of the causes of this great resignation and where things are headed. I encourage you to read it.

It’s been said that people don’t quit organizations, they quit leaders. It’s a sad but true commentary on the lack of strong leadership skills desperately needed in the workplace.

There are consequences to poor leadership and as the research has demonstrated, employees will leave good jobs for less pay if it means being in a better working environment with stronger leadership. Here’s the sad reality: good employees leave bad working environments where weak leadership exists. Left behind is a weakened and demoralized team forced to pick up the pieces, share increased duties, and often with no additional compensation.

On the flip side of this dilemma is another issue that needs to be addressed. Why do the bad or toxic employees stay?

Often, it’s not the bad team members that leave that give you the most heartache and grief, it’s the ones who stay. Click To Tweet

Why would a disengaged employee – the one with little to no skin in the game, who instigates or is in the middle of every bad vibe in your organization still be around? Here are a few possible reasons.

Those in leadership have miscalculated that person’s value to the organization

Could it be that an employer had rather overlook bad behavior from a productive employee than cut them loose and face the headache of finding their replacement? With the worker shortage as we know it, this is certainly a possibility.

But it also comes down to ways in which leadership within the organization perhaps has overestimated the value of the employee in question. Consistent poor behaviors and actions can’t be glossed over simply because they are the best salesperson on the team. It means little to have an employee who is the biggest contributor to the bottom line of the company means little if they are also the biggest jerk in the company. Click To Tweet

Those in leadership have miscalculated the climate of their culture

Many in the workplace suffer in silence. They see poor behaviors and actions, see little to no consequence for it, and wonder why such actions and behaviors are tolerated. It’s demoralizing.

When those in leadership fail to see the residual effects and consequences on the culture of the workplace due to the bad ones staying then poor morale is going to always be an issue. You can’t expect the good ones to look the other way forever. They will leave if you don’t deal with it.

Those in leadership had rather try to “keep the peace” than rock the boat

Some in leadership simply don’t want to confront what everyone else sees. They had rather look the other way than just deal with the issue at hand. They just don’t want to rock the boat and deal with the fallout.

This is one of the worse decisions a leader can make. On the one hand, leadership side-steps and avoids the necessary confrontation that needs to take place with the bad employee in hopes that it will get better. As a result, morale continues to falter. The longer this goes on the worse things get. By trying to “keep the peace” with one another, you’ve made things worse for everyone.

Final Thoughts

It’s been said that what you tolerate, you promote. And this is especially true as it relates to why bad employees stay in your organization. It can be for any reason mentioned or any number of reasons not. But the end result is the same. The bad ones will stay until those in leadership decide it’s time for them to go and that the morale of the good ones and the culture of the organization is worth the sacrifice and worth fighting for.

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Leadership In The Era of The Partisan Divide

Posted September 23, 2020
by admin

Politics is the art of looking for trouble, finding it everywhere, diagnosing it incorrectly, and applying the wrong remedies. – Groucho Marx

An elderly gentleman was sitting on a park bench, basking in the sun when another elderly man sat down next to him. They looked at each other for a moment but did not speak. Both men sat there, staring straight ahead.

After a while, one of them heaved a big, heartfelt sigh.

The other jumped up immediately and said, “If you’re going to talk politics, I’m leaving.”

Leadership in the best of times can be difficult. John Maxwell eloquently put it this way, “Sometimes, leadershi[p sucks.” Can you relate?

Being a leader during an election cycle such as we are in now has the potential to create a toxic environment in your workplace. Chances are, you have already experienced it on some level. And while people can be very passionate about their views, how you tread these waters as a leader can be tricky. Side with group A and you alienate those in group B. Side with group B and you alienate those in group A – and back and forth it goes.

Here’s the reality – everyone has a set of political beliefs that they subscribe to and regardless of those beliefs, everyone’s views ought to be respected. No one’s morals should be called into question regardless of who they support or oppose and no one should be punished because of it.

As a leader, how you position yourself among your people during this time is important. Some leaders within their organizations opt to stay out of it. Others jump right in. But in the context of the effects on your culture and relationships, what’s a good approach? Here are a few tips.

Foster a culture of acceptance

How you model acceptance is important. Our diversity is our greatest asset. We are better for it. There ought to be room for differing views without fear of repercussion. Click To Tweet As for your workplace culture, acceptance fosters relationships that lift and unites, never tearing down. It’s not unreasonable to expect that people with differing political views can work together for the good of the organization.

Promote meaningful dialogue

So long as we are shouting over one another, the partisan divide will always exist. Meaningful dialogue with an emphasis on asking questions and listening will go a long way in building bridges rather than tearing them down. Your workplace culture ought not to be a place where your people dread going during this election season. It ought to be a place for meaningful conversations. Click To Tweet

Always protect your culture

While it may be wishful thinking that all conversations are meaningful between your people and everyone is accepting of the views of their colleagues – all it takes is one, two, or more to upend your culture and wreak havoc in your workplace. These people can be toxic to your culture and the consequences can be detrimental. Above all else, you must protect your culture.

Final Thoughts

While it’s important that we accept the views of others and that we aim for meaningful conversations, we must also bear in mind that not everyone cares to participate in these exchanges in your workplace. Believe it or not, there are those who are just as passionate about their politics as you, just not as vocal. They just choose not to constantly talk about it or post their opinions all over social media. That has to be respected as well.

Leading in the era of the partisan divides doesn’t have to be destructive, but it will take strong leadership to pull it off.

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Maintaining Culture Remotely

Posted August 29, 2020October 15, 2020
by admin

We now accept the fact that learning is a lifelong process of keeping abreast of change. – Peter Drucker

When COVID-19 hit, who could have imagined the changes that would come with it? Our way of life on so many levels looks very different today as compared to seven months ago. How are you adjusting?

One of the changes many have experienced is working remotely. This happened to many seemingly overnight as health officials and others scrambled to ensure safe working environments and how to best combat the virus. And just like that, your new office is now your kitchen table or home office. Gone are the familiar trappings and routines of your workspace. Gone are the people interactions you routinely participated in.

In a Stanford News report, we see 42% of the U.S labor force now working from home full-time. Almost twice as many employees are working from home as at work. With numbers like this, it’s as important as ever to be intentional about maintaining a strong workplace culture even among remote workers.

While we acknowledge this new reality, we also must intentionally focus on ways to maintain a vibrant culture and uphold the values of our respective companies even while doing it remotely. With this in mind, here are some questions that we believe are essential as we talk about culture.

Does it really matter?

Our company culture is the driver behind employee behavior. And, it is the behavior of our employees that ultimately determines the success of the organization. Maintaining a strong, positive organizational culture becomes even more important and as employees transition to working remotely. Click To Tweet This transition can be stressful both mentally and emotionally.

We want employees to feel empowered and trusted as they begin working remotely, many for the first time. We need to encourage a sense of camaraderie and ensure that employees do not feel isolated. And, we want to keep in alignment with our company values, even as we work from our own little corners of the world.

Who should be responsible?

There are many factors that play into maintaining company culture while working remotely. Responsibility for these factors falls on each of us. Employees need a point of contract to receive information and to address concerns. Human Resources should serve as the contact that gives employees confidence that they have not been forgotten. Team leaders are ultimately responsible for building and maintaining culture. Leaders must work together to create a cohesive culture company wide. And, employees shoulder some of the responsibility for helping others feel included even though they are no longer working face-to-face.

How do we do it?

In a remote work environment, communication is more important than ever. Leaders must check in with remote workers frequently. It is a good idea to start a weekly rundown, where leaders share updates and employees have the opportunity to share feedback from their experiences. We want to ensure that we are building human connections within the team, even if it is virtually. We want to provide as much consistency for remote employees as possible by honoring traditions in new and innovative ways. We also want to provide them with processes, structures, and tools that are designed to help them succeed in the virtual work environment. Keep recognizing employees and don’t be afraid to try new things.

How do we measure it?

Employee engagement and culture was easier to measure before the pandemic hit and the majority of your workforce was on-site. Daily interactions and camaraderie was on full display for all to see. Issues and concerns that existed could more readily be dealt with and resolved in real time. But with more and more employees working remotely this is a new challenge. Leaders must be more engaged and sensitive to the needs of those they lead. Leaders no longer can afford a passive approach and be satisfied with the way things are so long as the work is being done. Click To TweetLeaders must be proactive and engaged with their people whether down the hall or across town.

Final Thoughts

We strongly believe that your workplace culture can thrive in spite of the challenges of remote working. It’s something that everyone in the organization must take ownership of and be responsible for. We believe it matters and when everyone takes personal ownership of it you organization can thrive.

Elizabeth Stincelli is president of Stincelli Advisors. Read more at https://www.stincelliadvisors.com/

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The Value of Recognition

Posted February 24, 2020
by admin

Don’t worry when you are not recognized, but strive to be worthy of recognition. – Abraham Lincoln

I read a story about a man who attended a lecture on the importance of showing appreciation to the important people in your life. Mike decided to start with his wife. So after work that night on his way home, he bought her a dozen long-stemmed red roses, a box of chocolates, and a pair of earrings. He smiled with self-satisfaction as he contemplated surprising his wife and showing her how much he appreciated her.

He stood at the front door with the roses and gifts in hand and rang the doorbell. His wife came and opened it, and stared at him for a long minute. Suddenly she burst into tears. “Sweetheart, what’s wrong?” he asked.

“It’s been the worst day of my life,” she answered. “First, Johnny tried to flush his diaper down the toilet. Then Kevin melted a plastic airplane in the oven. Then the dishwasher clogged and overflowed all over the kitchen floor. Then Jessica came home from school with a note from the teacher saying that she beat up a boy in her class. And now you come home drunk?”

Despite our best efforts, sometimes showing our appreciation doesn’t always go according to plan. It can be awkward to express and sometimes misinterpreted.

But in the workplace, let’s make sure that we understand that recognition is important. It’s what TINYpulse refers to as the secret sauce of employee engagement.

In the report, they state, “Providing recognition for excellent work is one of the best things an organization can do to maintain employee engagement”. Yet, according to the report, “only one in three people feel they were well-recognized the last time they went the extra mile at work.”

The report states that when asked more broadly about how valued people feel at work, the results we just as bleak. Only 26% of employees report feeling valued at work. This is outweighed by the 33% of people who actually feel undervalued.

If you are concerned at all about employee engagement in your workplace, you must make recognition a priority. Click To Tweet

Here are a few reasons why it matters.

Recognition matters because your people matter

It’s just this simple. And because they matter they should be recognized for the excellent work they do. I know for many in leadership the unspoken attitude may sound something like “their paycheck is all the recognition they need,” but not so fast.

According to the same TINYpulse report, 43% would leave for a 10% salary increase, up from 25% last year. If just a 10% salary increase is all it takes for an employee to leave, perhaps more recognition is in order for them to stay.

Recognition matters because your culture matters

Imagine if you will what it would be like to be in a workplace culture that is thriving, producing, and where recognition abounds for all the hard work. Culture is contagious. And a thriving workplace culture creates a momentum that is hard to beat. Click To Tweet

To be sure, no workplace is perfect even in the best of environments. But it’s easier to tackle the issues that challenge your workplace culture when your people feel valued and appreciated. Recognition plays a huge role in making that happen.

Recognition matters because your reputation matters

In the TINYpulse survey, there is a gap in how managers perceive culture and how employees perceive it. That should not come as a surprise. The survey states, “leaders make or break motivation within their team.” And this is where recognition can work to your benefit.

If your people do not feel valued or respected, then everything else you do comes across as disingenuous. Click To TweetRecognition is given to what is valued. If your people are not recognized, then it is obvious to them that they are not valued. Like it or not, your reputation as a leader is being defined on how you treat your people.

Final Thoughts

Employee engagement is critical to your success as a leader. Recognizing your people for their hard work, sacrifices, and contributions ought to come as natural to you as breathing. Recognition matters that much.

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How Your Attitude Helps Shape Your Company Culture

Posted February 9, 2020
by admin

Everything can be taken from a man but one thing: the last of human freedoms- to choose one’s attitude in any given set of circumstances, to choose one’s own way. – Viktor E. Frankl

I read a story about a young man named John who received a parrot as a gift. The parrot had a bad attitude and an even worse vocabulary. Every word out of the bird’s mouth was rude, obnoxious and laced with profanity.

John tried and tried to change the bird’s attitude by consistently saying only polite words, playing soft music and anything else he could think of to “clean up” the bird’s vocabulary.

Finally, John was fed up and he yelled at the parrot. The parrot yelled back. John shook the parrot and the parrot got angrier and even ruder.

John, in desperation, threw up his hands, grabbed the bird and put him in the freezer. For a few minutes, the parrot squawked and kicked and screamed. Then suddenly it was totally quiet. Not a peep was heard for over a minute. Fearing that he’d hurt the parrot, John quickly opened the door to the freezer.

The parrot calmly stepped out onto John’s outstretched arms and said “I believe I may have offended you with my rude language and actions. I’m sincerely remorseful for my inappropriate transgressions and I fully intend to do everything I can to correct my rude and unforgivable behavior.”

John was stunned at the change in the bird’s attitude. As he was about to ask the parrot what had made such a dramatic change in his behavior, the bird continued, “May I ask what the turkey did?”

Like John, you may be surrounded by people with bad attitudes and you are desperate about what to do.

Did you know that according to an article in Inc., science says that your bad attitude can cost you $3,600 a year? The link was made between cynicism and income and how cynical people make less money.

How about you? Are you allowing a bad attitude and cynicism to generate negative consequences in your life?

The attitude you have contributes to the overall company culture where you work. The same goes for your colleagues. Based upon your attitude and the attitude of those around you, is this concerning? Click To Tweet

Your attitude is important. Here are a few reasons why.

People are watching

Wherever you are within your organizational structure you carry within you a certain amount of influence. This translates into your leadership capacity. So how you handle stress, adversity, challenges, the unexpected, etc. all contribute to an attitude that’s on display. Your attitude by default and whether you like it or not is shaping the culture around you because other people see it.

People are listening

One of the most important things you learn as a leader is how to choose your words carefully. It’s not always easy especially when that special someone at the office has got on your last nerve. I get it. But the way you contribute with your words ought to be a reflection of how you want to add value as a leader. Are your words lifting? Helpful? Encouraging? Know this - your attitude as reflected in your words matters because people are listening. Are you helping your culture or hurting it? Click To Tweet

People are reacting

As a leader in your organization, not only are people watching and listening to your attitude, but they are reacting to it. If your attitude alone was the attitude thermostat that the rest of your organization was set to, what kind of workplace would it be? You may not think that your attitude alone makes that much difference. But what if your attitude was taken and multiplied by 30 employees, 50 employees, or 100, would it matter then? Would you stay and work in that environment?

Final Thoughts

“The greatest day in your life and mine”, says John Maxwell, “is when we take total responsibility for our attitudes. That’s the day we truly grow up.” How about you? It’s time for an attitude check to help shape your company culture in a positive way.

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