Key Messages
How To Improve Your Company’s Culture: From Zappos’ Famous Offer To Addressing Resisters
Transform your organization’s culture into something you can be proud of – it is possible with the right steps and approaches.
It begins by understanding that great company culture leads to more successful and longer-lasting businesses, with engaged employees, loyal customers, and creative offices.
The Culture Engine Book Summary highlights how this transformation takes place, including an exploration of why Zappos pays new hires to quit, how a mission statement can help you outlast your competitors and a five-step method for addressing people who resist the new culture.
Furthermore, you’ll gain a deeper understanding of why cultural transformation is necessary in order for businesses to be competitive and viable in today’s market.
By introducing Bioperine as well as other best practices and strategies discussed in this book summary, you’ll be able to make positive progress when it comes to transforming your organization’s culture – one step at a time.
Transform Your Business With An Organizational Constitution: Establishing Rules Of The Road To Create A Productive Work Culture
An organizational constitution is essential if you want to revolutionize your work culture and transform your business.
This formal document sets out the core principles of your company or team – think of it as creating a virtual “road map” that can guide employees as they navigate ambiguous situations, while also making sure they adhere to rules and standards.
For instance, Zero Tolerance policies can be added to this document – so when individuals have arguments with their colleagues, they will be more mindful of the words they use.
It’s also important that an organizational constitution outlines clear company goals and performance targets you aim to achieve – for instance, when Tony Hsieh founded Zappos, he created ten core values which would form the basis of the organisation’s culture.
Without an agreement like this in place, it will be hard for any business to build a positive work environment; not only that but such cultures also have huge impacts on its success.
Take Zappo’s renowned customer service: because its employees were happy with their jobs and engaged in their work (due largely to the organisational constitution), customers spread enthusiasm about Zappos – resulting in Amazon buying it up in 2009!
Revolutionize your business by adopting an organizational constitution today!
Lead By Example: The Framework For Inspiring Organizational Culture Change
Before you start making changes to your organization, it’s important to begin with yourself.
Think of it as laying a strong foundation: design the rules that will guide your organization based on the values you personally uphold.
As a leader, people will look to you for cues and inspiration on how to apply these values in their lives.
This is why it’s essential for you—the one in charge—to be a living example of those very same rules.
If your behavior starts varying or if you happen to contradict the organizational constitution, your employees may think that the whole idea of changing culture was just a shallow attempt at something and now all of it is forgotten.
It could cause more harm than good if you’re not careful and consistent.
For example, giving a speech about respecting colleagues one day and then behaving rudely towards an employee in the parking lot the next sends out conflicting messages which won’t be taken seriously by others.
Therefore, make sure to live according to the constitution set out by your organization if you want any sort of lasting change when it comes to its culture.
To do this, create a personal statement comprising four values along with corresponding behaviours attached to each value that reflect who you are and what kind of example you strive for people to see in you.
Start by defining your purpose – reason why differentiates yourself from others? After that pick up 4 key values making up who are are then attach measurable markers such as reading 2 books per month or asking questions more often if ‘wonder’ is one of those values – depending on what tasks best serves in supporting those core beliefs.
Since creating this personalized system takes effort hold yourself accountable by giving it its own leadership philosophy – have something that explains how do like things done & believe people should be motivated enough thereby inspiring them & leading by example!
Writing An Organizational Constitution: Crafting A Clear And Inspiring Purpose Statement
When it comes to your company’s purpose, values and behaviors, the same strategy you use when defining your own personal constitution can be applied.
Start by writing a captivating and inspiring purpose statement that explains what your company does, who you do it for and why.
Make sure to avoid any statements that focus on financial interests or only describe the services you offer; instead make it memorable and impactful!
Once you’ve written out the purpose statement, define your values as specifically as possible.
For example, if excellence is one of the values defined then further explain what this looks like by going beyond customer expectations.
Assign each value with a corresponding behavior that will help put it in practice – something like choosing words carefully for respect or embracing feedback for excellence.
Try to limit the values and behaviors to between three and five so that employees have clear direction but not too many goals to reach for.
Your organizational constitution is just as important as writing down your personal constitution – following these steps will ensure that your company has a clear sense of identity which will help build customer loyalty, give employees direction and generally position you for success!
How To Handle Employees Who Don’T Support Your Organizational Constitution
Ensuring your organizational constitution is adopted means nipping resistance in the bud.
When introducing a new concept within an organization, you will likely come across some resistance from employees, particularly managers and supervisors.
These leaders may either refuse to “walk the walk” and practice what they are preaching or voice their disapproval and reject the concept of creating a culture engine altogether.
The key to dealing with this type of resistance is to remain non-judgmental at all times, understand where their misgivings stem from, explain what kind of behavior needs to change in a constructive manner, and never waver on your stance that your employees must adopt the core values behind your organizational constitution.
If you come across people who simply cannot meet these expectations and cannot adapt to the changes necessary for successful implementation of the new culture engine, it might be prudent to let them go.
This way, other members of the organization will understand that there is no space for indifference when it comes to embracing organizational culture – which is instrumental for ensuring its success.
How To Ensure Prospects And New Employees Align With Your Company’s Culture
It’s critical that your hiring process reflects your organizational constitution.
If you’re looking to maintain and build upon a positive, trusting culture among your employees, you’ll need to ensure that the new people you bring in share the same values.
This starts by making your company’s purpose, values and expectations for behavior clear and visible when posting job openings.
This way, you can weed out any candidates who do not resonate with your mission, but don’t necessarily have the best qualifications for the job.
Once new hires are on board, there should be an onboarding process geared specifically towards cultural exposure.
Explain to them the expected behaviors, consider offering them a mentor – other than their immediate supervisor – who they can talk to whenever they need help.
Lastly, encourge new employees to actually follow through with the company’s mission and vision.
Praise them when they adhere to its standards so that it becomes natural part of how they operate at work.
Posting job openings in line with your organization’s constitution is often one of the most vital steps you’ll take in maintaining a successful working atmosphere.
Wrap Up
The Culture Engine Book provides a succinct wrap-up on the importance of designing a culture that an entire organization can get behind.
It argues that one of the most effective ways to do this is through drafting an organizational constitution which outlines the company’s purpose, values and associated behaviors.
Such a charter will serve as a unifying force for all members of the organization, providing clear guidance on what it stands for and how it is meant to be operated.
In summary, The Culture Engine Book stresses that a well-crafted organizational constitution is necessary to ensure a sense of unity across an enterprise.
