An ideal work environment usually means the same thing to most people. We all want to work in a place that makes us happy, values our opinions, and allows us to grow to fulfill our greater purpose.
But how do you strike a good balance between fun and work? What does an ideal working environment actually look like?
5 Pillars of an Ideal Working Environment
- Greater purpose. It must have a greater purpose that everyone believes in.
- Change Methodology. It must have in place a methodology to achieve its greater purpose.
- Common Language. A common language helps employees feel like they’re part of a corporate community and part of a close-knit team.
- Unified Identity. Creating a unified corporate identity gives the effect that the employees are part of a private club.
- Supportive. It must be an environment where people hold each other accountable for the things they want to achieve in their private lives, not just their office goals.
Organizational Culture Matters
There are five different types of organizational cultures that companies typically adopt.
Blame culture. In this type of culture, trust is diminished. No one will speak their mind and people just wait to be told what to do.
Multi-directional culture. You’ll find cohesion in some departments but they won’t talk to each other. Departments fight to defend their own priorities.
Live-and-let live culture. An organization that is already strong, already making money, and doesn’t think they need to change at all. Innovation stops because people become complacent and mediocrity becomes normal.
Brand congruent culture. This is a company where people are excited and proud to work. The employees believe in what they’re doing and they’re constantly innovating to make things better.
Leadership enriched culture. Leaders leave their egos in their pockets. This structure gives everyone in the organization the opportunity to have a sense of value. It’s also a culture that develops and cultivates new leaders.
How Do You Evolve Your Culture?
To change you need to know where you’re starting. Guru Arthur Carmazzi has developed a tool that helps to measure where you are and then test and check your progress. Ready to assess your corporate culture?
How do you get people excited about culture change? Why aren’t typical methods of change sustainable? It’s simple – those methods don’t have the support of the working people.
A good approach to organizational culture change does not come from the people at the top of the organization. It HAS to be an initiative that starts at the bottom. It’s the people that are actually doing the work that see the issues and when you give them a voice, that’s when good change starts to happen.
It’s not smart to sit and wait for change to come to you. Stand up and create the change you’re looking for by examining what kind of organizational culture you experience and creating a plan to evolve to something more ideal and productive.