Is Your Company’s Culture Floundering? Do This to Find Out Why and How to Fix It.
Most organization heads will tell you their company’s workplace culture is great. Ask the staff the same question, and you’re likely to get a very different answer.
And this chasm between those that run an organization, and those that work there, can be severely damaging to its operation.
- Higher turnover and absenteeism rates.
- Lower productivity.
- Diminished reputation in the community.
- Missed revenue and profit goals.
During the 30+ years that I worked as an investigator, I conducted a large number of third-party fact-finding investigations for government agencies, nonprofit organizations, and private businesses.
Typically, I was hired to investigate specific allegations. But, I always asked each person I interviewed a very general question: “What’s it like to work here?”
That’s when the person I was interviewing turned animated. Excited to finally get a chance to be heard about their work experiences. And, I got some very specific answers.
Answers that might surprise those that ran the organization. But once learned, that information could lead to improvements in the organization’s culture, effectiveness, and even profit. I always passed along that information.
How to Zero In On Your Organization’s Workplace Issues
So how do you get a true read on how employees feel about their workplace? Interview them.
Interviews are powerful tools. I've written about improving sales through effective interviews. Read here. And how to use them in an internal investigation. Read here.
For you to truly understand the workplace culture from your employees perspective, you need to hear it from them. Don’t assume that you know everything already. Remember what Felix Unger, from the Odd Couple said, “when you assume you make an ass out of u and me.”
Whether it’s done by you, a staff member, or someone brought in from the outside, sit down one on one with a sufficient number of staff to get a genuine picture.
Ask questions, but focus more on listening to the answers. And I mean really listen to the answers.
Keep the Interview Process Simple
Information is not the enemy. It is neither good nor bad. It’s a tool to help you make decisions to improve the work environment.
- Interviews are like funnels. Start with a broad general question, such as, “what’s it like to work here?”
- Don’t interrupt. Let the person finish her thoughts before asking your next question.
- Focus on her answers more than the questions you want to ask. If she opens up a new or different direction. Something other than what you had considered. Don’t try to steer her back. Instead, follow that path.
- Ask follow up questions like, “how so?”
- Make sure that you fully understand what you are being told. To do so, paraphrase it back to her. “Let me make sure I understand what you are saying. What you said is ______.”
What To Do With the Information Learned
Take notes. Assemble a summary report. And use that information as a road map to make course corrections that will help your organization to be a better place to work, more effective at its mission, and more profitable too.
Remember that workplace culture, productivity, and profitability can change. But only if you apply the information you learn. It’s the organizations that know it has problems, but refuse to address them, that becomes the place where no one wants to work.
Don’t be that organization.
Are you struggling with getting a better handle on how your staff views the workplace? Let’s chat. I can help you organize the process, and train your staff to conduct these interview, or even do the interviews for you.
Schedule a free, no obligation, discovery call. Simply click on this link, or use the form below.
