Unbroken Resolve

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Building Your Company Culture: Mistakes to Avoid and How to Fix Them

How to create a winning company culture and avoid making mistake
How to create a winning company culture and avoid making mistake

As a business leader, you may be focusing on building a culture in your company that you and your team can be proud of. However, certain mistakes will send your culture backward, which is why you should be wary of them and actively avoid them. We will share some of them in this article so that you can go ahead and build a winning culture in your company.

Company culture must focus on creating positive cohesion that results in positive results like business growth. Having a positive company culture doesn’t have anything to do with having ping pong tables, free drinks in the fridge, or other workplace perks.

A great culture results in a team of engaged people who are keen to come to work and understand the company’s mission and values. So, without further ado, let’s explore the common mistakes that people make when going about building a company culture. In this article we will also share some advice on how you can avoid making these mistakes and end up with a positive company culture. Let’s take a look at some mistakes you should avoid when building a positive company culture.

  1. A Lack of Planning When Building Your Company Culture

One of the major mistakes that people tend to make is diving headfirst into making a great company culture and not planning for it at all. You must first take a look at your current culture and look for areas that need improvement. You need to decide on the direction of your business for the next 1 to 3 years and then revisit your mission and vision statements.

The two most important elements for creating organizational culture changes are executive support and training.

  • Executive Support:

Executives need to support the cultural change in the organization in different ways that go beyond verbal support. They must look to change their own behaviors and show support for the cultural change in day to day actions that demonstrate to the team as a whole that they are fully on board with the desired directions that the company is taking.

  • Training:

Culture change tends to depend on behavior change. Members of the organization need to clearly understand what is expected from them and how to actually adopt the new behaviors. Training can be used to communicate new behaviors and expectations. Mentoring should also play a big role in helping employees learn and change to accommodate the new cultural norms being set forth within the organization.

Companies and leaders that don’t plan for activities like these, set themself up for not getting the results that they are hoping for within the organization.

  1. Insufficient Communication

A major mistake that you should look to avoid making when you’re building a culture change in your organization is not communicating that to anyone else in the organization. You need to make sure that the team, especially the middle or senior management, understands what your cultural strategy is, and what role they are expected to play in reshaping any cultural change.

You should know that your people aren’t telepathic, and they need you to clearly communicate your plans and the areas in which you feel the current culture is letting you and your team down. The first step towards solving this problem is becoming aware of it. With keen awareness of the need for effective communication it is now your responsibility to ensure that the key leaders within your team know the vision of cultural change and then help communicate that to the rest of the organization.

  1. Focusing on the Negative

As the leader of your organization, you have a big role in setting the right tone for your company. You should be aware of your mood and the type of energy you are spreading to your team. If you believe that there are some negative elements in your current culture, walking about moaning about them isn’t going to help solve your problem.

If you want to be known as a friendly person or a colleague that brings positivity into the workplace, you should start with proactive solutions to fix the main problem instead of complaining about them and spreading negativity in the workplace. You should work to eliminate negativity in the workplace before it spreads and takes root within your team.

  1. Making Poor Hiring Decisions