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It’s Only Common Sense: Involve Employees in Creating a Great Company Culture

We have come a long way from business executives like “Nuclear” Jack Welsh and Al “Chainsaw” Dunlap. Remember when old Milton Freidman declared that a business’ only obligation was to its holders or when employees were disposables (practically consumables)? Remember when people like Jack and Al were practically carried on the shoulders of Wall Street traders based on how many heads they had chopped off the week before? Oh, those were the days, my friend, we thought they’d never end. Well, they’re over. They are chipping Jack’s name off GE buildings, and Al is dead and buried both physically and in reputation.

The proverbial tide has turned. Now, the best-run companies make decisions in favor of their stakeholders, including their employees. It’s an entirely new ball game, and if you’re having a hard time finding and keeping people, you will have to change how you do things. You must get with it and start treating your employees like true stakeholders.

This means creating a new company culture (if you even had one in the first place). You must focus on making your company a great place to work, where people want to work with you. I say “want” because now they have a choice. They don’t need you as much as you need them. They have choices of where they will spend their time, so we’d better create a work environment that is strong enough to appeal to their goals and passions.

We must get serious about creating a company culture that not only attracts people but gets them to stay and thrive as they work on the common goal of making the company and themselves better.

Creating a great company culture is essential for attracting and retaining top talent, fostering employee engagement, and driving long-term success. While there's no one-size-fits-all formula, here are 10 key components to create a great company culture.

1. Clear vision and values: A well-defined mission, vision, and core values provide the organization a clear sense of purpose and direction. These principles guide decision-making and shape the company's identity.
2. Strong leadership: Effective leadership is crucial in setting the tone for the organization. Leaders should exemplify the company's values, be approachable, and foster a culture of trust and accountability.
3. Open communication: Encourage open and transparent communication at all levels. This includes regular team meetings, one-on-one discussions, and feedback mechanisms to ensure employees feel heard and valued.
4. Employee involvement: Involve employees in decision-making processes, especially those that affect their work. Empower them to contribute ideas and take ownership of their roles and responsibilities.
5. Recognition and appreciation: Acknowledge and reward employees for their hard work and achievements. Recognition can be formal (awards, bonuses) and informal (praise, thank-you notes).
6. Learning and development: Provide opportunities for continuous learning and development. Offering training programs, mentorship, and career growth paths not only benefits employees, it contributes to a culture of improvement.
7. Work-life balance: Promote a healthy work-life balance by respecting employees' time and encouraging them to disconnect when necessary. Avoid overloading them with excessive work demands.
8. Diversity and inclusion: Embrace diversity and inclusion by fostering a workplace that welcomes people of all backgrounds, cultures, and perspectives. Actively work to eliminate bias and discrimination.
9. Wellness and health: Support employees' physical and mental well-being through wellness programs, flexible work arrangements, and access to resources like counseling or stress management tools.
10. Community and social responsibility: Engage in socially responsible initiatives and give back to the community. Encourage employees to participate in volunteer activities and align the company's values with broader societal goals.

One more thing: Company culture comes from the floor not just the company’s leadership. This means that everyone should be motivated to make the company the very best it can be and something that everyone is proud of. Employees in this type of company play a big part in the recruitment process because they encourage their friends and family to join them.

It's important to note that creating and maintaining a strong company culture is an ongoing process that requires commitment and adaptability. It is not a one-time project but an ongoing business lifestyle that, done correctly, will only get better because you are regularly assessing and adjusting to align with the evolving needs and goals of your organization and your workforce. Fair warning: Other companies around the country are already hard at work improving their culture, so you’d better get on it. The company with the best culture will lure in the best people.

It’s only common sense.

Dan Beaulieu is president of D.B. Management Group.