Culture Question , livre ebook

ACHIEVE Publishing - Randy Grieser

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99 pages

English

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Unfortunately, far too many people don't like where they work. Some organizations are unhealthy and full of disrespectful behavior. Other workplaces are simply uninspiring. For various reasons, countless people feel trapped, indifferent, or bored at work. The authors of this book believe that people should be able to like where they work. When employees like the places they work, it's not only good for their mental health and well-being, it's also good for their organizations - both financially and otherwise. When a workplace culture is purposely created to be respectful and inspiring, employees are happier, more productive, and more engaged. By exploring six key elements that make up a healthy workplace culture, The Culture Question answers two fundamental questions: ''How does your organization's culture impact how much people like where they work?'' and ''What can you do to make it better?'' Discover how to create a workplace where people like to work by focusing on these six elements of healthy workplace culture: Communicating Your Purpose and Values. Employees are inspired when they work in organizations whose purpose and values resonate with them. Providing Meaningful Work. Most employees want to work on projects that inspire them, align with what they are good at, and allow them to grow. Focusing Your Leadership Team on People. How leaders relate to their employees plays a major role in how everyone feels about their workplace. Building Meaningful Relationships. When employees like the people they work with and for, they are more satisfied and more engaged in their work. Creating Peak Performing Teams. People are energized when they work together effectively because teams achieve things that no one person could do on their own. Practicing Constructive Conflict Management. When leaders don't handle conflict promptly and well, it quickly sours the workplace. This book includes survey feedback from over 2,400 leaders and employees and resources for putting these ideas into action.

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Employabilité, métiers et formations

Informations

Publié par	ACHIEVE Publishing
Date de parution	05 mars 2019
Nombre de lectures	1
EAN13	9781988617091
Langue	English

Informations légales : prix de location à la page 0,0420€. Cette information est donnée uniquement à titre indicatif conformément à la législation en vigueur.

Extrait

Discover how to create a workplace where people like to work by focusing on these six elements of healthy workplace culture:
Communicating Your Purpose and Values.
Employees are inspired when they work in organizations whose purpose and values resonate with them.
Providing Meaningful Work.
Most employees want to work on projects that inspire them, align with what they are good at, and allow them to grow.
Focusing Your Leadership Team on People.
How leaders relate to their employees plays a major role in how everyone feels about their workplace.
Building Meaningful Relationships.
When employees like the people they work with and for, they are more satisfied and more engaged in their work.
Creating Peak Performing Teams.
People are energized when they work together effectively because teams achieve things that no one person could do on their own.
Practicing Constructive Conflict Management.
When leaders don t handle conflict promptly and well, it quickly sours the workplace.
This book includes survey feedback from over 2,400 leaders and employees and resources for putting these ideas into action.

Copyright 2019 by ACHIEVE Publishing. All rights reserved. No part of this book may be reproduced, scanned, or distributed in any manner without written permission.
Published by ACHIEVE Publishing
120 Sherbrook Street, Winnipeg, Manitoba R3C 2B4
www.achievecentre.com

Bulk discounts available. For details contact:
ACHIEVE Publishing at 1-877-270-9776 or info@achievecentre.com
This book is typeset in Adobe Garamond Pro and Proxima Nova.
Printed with vegetable-based inks on 100% PCW paper.
ISBN: 978-1-988617-08-4
ISBN: 978-1-988617-09-1 (e-book)
Printed and bound in Canada
First edition, first printing
Book design by Ninth and May Design Co.
10 9 8 7 6 5 4 3 2 1
Disclaimer: The publisher and author disclaim any implied warranties for a particular purpose. The advice and strategies contained in this book may not be suitable for your situation. Readers should also be aware that URLs offered as citations and/or sources for further information may have changed or disappeared after the publication date. Furthermore, the author or publisher does not have any control over and does not assume any responsibility for third-party websites or their content.
To our staff, colleagues, and clients,
who have taught us so much.
This book would not exist without you.
Contents
Introduction
CHAPTER 1 The Case for Caring About Culture
CHAPTER 2 Communicate Your Purpose Values
CHAPTER 3 Provide Meaningful Work
CHAPTER 4 Focus Your Leadership Team on People
CHAPTER 5 Build Meaningful Relationships
CHAPTER 6 Create Peak Performing Teams
CHAPTER 7 Practice Constructive Conflict Management
CHAPTER 8 How to Change Culture
Conclusion
Survey Analysis
Reading Recommendations
Resources
References
Acknowledgments
Speaking and Training
Introduction
LIKING WHERE WE WORK
We believe that people should be able to like where they work. When employees like the places they work, it s not only good for their mental health and well-being, it s also good for their organizations - both financially and otherwise. When a workplace culture is purposefully created to be respectful and inspiring, employees are happier, more productive, and more engaged.
Unfortunately, far too many people don t like where they work. Some organizations are unhealthy and full of disrespectful behavior. Other workplaces are simply uninspiring. For various reasons, countless people feel trapped, indifferent, or bored at work.
Our organization, ACHIEVE, provides training and resources that give people insights and tools for creating, cultivating, and sustaining workplaces that are respectful, engaging, and meaningful. To teach others effectively, we have needed to consistently nurture an environment in our workplace that reflects the principles we speak about. When clients walk into our office, we want them to see that we actually walk the talk and our belief in the value of a healthy and likable workplace culture is authentic.
We have worked hard to create a healthy culture, choosing to learn from our mistakes and from the wisdom of others. We are now passionate about helping people create great workplaces, and that is why we ve written this book - to help create workplaces where people like to work.
The title of this book, The Culture Question , may have led you to ask, What s the question? In short, the fundamental question has two parts: How does your organization s culture impact how much people like where they work? and What can you do to make it better? In this book, we help you answer these questions by focusing on the elements that make up a healthy workplace culture.
WHO THIS BOOK IS FOR
If you ve picked up The Culture Question , there s a good chance that you are not happy with your organization s culture, or perhaps you think it could at least be better than it is now.
If you know deep down that there is a better way, that things don t have to stay the same, this book is for you.
If you see glimpses of what might be, but you re not sure how to influence culture change in your workplace, this book is for you.
If you are one of those fortunate individuals who works in an organization that has a strong culture, but you are unsure how to maintain that strength as you grow, change, and face the future, this book is for you.
If you are a leader who wants to consciously cultivate a healthy organizational culture, this book is for you.
Leadership bears much responsibility for the health of an organization s culture, but everyone in the organization has a role in impacting and sustaining that culture. Throughout this book, we use leaders in an inclusive sense to refer to all of those who influence others in the workplace. This book will be applicable for supervisors, managers, human resources personnel, union representatives, executives, and others who provide leadership in an organization.
WHAT LIES AHEAD
The insights found in this book have emerged out of the learning opportunities we have had within our own workplace and alongside the countless other organizations we have supported and worked with.
As well as drawing on these experiences and other research, we have also conducted The Culture Question Survey, which includes perspectives from over 2,400 participants about what does and does not make a great place to work. 1 We asked both employees and leaders to identify whether they like where they work, and then correlated their responses to a series of statements about workplace culture. We were amazed by the survey results and are thankful for the number of people who took the time to thoughtfully provide their opinions and perspectives. Results, insights, and quotes from the survey are woven into the following chapters and provide additional depth to the book. A more detailed analysis can be found in the Survey Analysis section on page 182.
The first chapter of this book makes the case that organizational culture should be a priority for every workplace. The remaining chapters are each about a particular aspect of creating, transforming, and sustaining a healthy workplace culture. At the end of each chapter, we ve included questions you can use either for personal reflection or for larger group discussions. The Resources section at the end of the book provides additional examples and actionable tools you can use within your own organization.
We are aware that not every aspect of this book will apply directly to every reader. Our goal is not so much to provide a cookie cutter blueprint, but rather to give you guidelines and inspiration as you work toward creating and sustaining a culture where people like to work.
Ultimately, our goal in writing this book is to reduce the suffering that so many people experience at work and thus increase our collective well-being. We want to do our part to create a world in which everyone has the opportunity to experience the joy of liking where they work.
1
The Case for Caring About Culture
FOCUS ON CULTURE, NOT FOOSBALL
Most of us are familiar with stories from some of the best places to work - the Googles of the world, with their complimentary food courts, fancy buildings, free massages, and foosball tables. Decision makers at many of these companies likely feel that these extra perks help make their organizations great places to work and that they will attract and retain talented, motivated, and productive employees as a result.
These initiatives sound great, and they may indeed help create more fun and productive organizations. However, the reality is that most of our workplaces do not have the resources to implement these sorts of programs. The good news is that, while these types of perks may be nice, they aren t actually necessary for attracting productive and committed employees who enjoy their work and are loyal to their organizations. Instead, the key is building a healthy workplace culture.
Culture must be your highest priority if you want to make your organization a great place to work. Even if game rooms and free gourmet food are options for your organization, perks alone will not create a healthy culture if you do not also consider the priorities we outline in the next six chapters:
Communicating your purpose and values. Employees are inspired when they work in organizations whose purpose and values resonate with them.
Providing meaningful work. Most employees want to work on projects that inspire them, align with what they are good at, and allow them to grow.
Focusing your leadership team on people. How leaders relate to their employees plays a major role in how everyone feels about their workplace.
Building meaningful relationships. When employees like the people they work with and for, they are more satisfied and more engaged in their work.
Creating peak performing teams. People are energized when they work together effec