Reward the Behavior You Want to See in Everyone
I am traveling this week and had a great conversation with a business leader in another state. They had contacted me and wanted my advice, and I was happy to meet with them to discuss their issue and to provide some feedback. What unfolded didn’t surprise me; it was another story of a leader struggling with employees not taking responsibility for their poor behavior, while blaming others for failures within teams and departments.
“How do I turn this around?” It’s all about the workplace culture.
When leaders establish, and daily maintain a workplace culture, they limit the rise of poor employee behavior or the spread of negativity. When that leader collectively shares that responsibility with everyone on the team, everyone becomes part of the daily maintenance of the workplace culture. That shared burden, with a focus on doing what is right individually is lighter and more manageable.
When the idea of “we are responsible” comes into play, the need to assign blame, shift responsibility to others, or avoid personal accountability fall by the wayside. All means all – and all employees hold the weight and responsibility of the workplace culture. When it is good, we can take credit. When it is great, it is a daily benefit of working in a particular company. When it is toxic, everyone pays a price. That price is too high knowing it does not have to be this way.
Here are three ways to change or move to better the workplace culture.
Leadership commitment in owning the current workplace culture in a public way. Inform the entire workforce that you see what has happened, you are not supportive of negativity, and that you are working to change the workplace culture starting today. You cannot change what you do not acknowledge.
Leaders and employees will be held accountable for personal behavior that does not support a positive workplace culture. Human Resources, in tandem with established workplace protocols, will address individuals to ensure that when lines are crossed, accountability is given followed by written documentation to promote change. You cannot expect change without holding people accountable.
Every company meeting, team communication, or formal conversations within departments should come with reminders of what is valued in the workplace. Every employee should have an awareness of company values and be acknowledged when doing something right. Spend more time on elevating what people are doing well so that others recognize the behavior leaders value in the workplace.
The big takeaway here is threefold: inform, hold accountable, and elevate those doing it well. A workplace culture is only as strong as the trust it is balanced upon. When leaders fail in establishing the norms, holding people accountable, and rewarding the behavior they want to see within the team, it is only a matter of time before a toxic workplace is added to the list of companies we know are not great places to be.
Need help with your workplace culture or support with other business needs? Let me know so that we can connect and improve your leadership practice and your business in the process.
