What makes a great workplace culture? And how does that translate into high performance? This week’s 5 for Friday rounds up some of our favorite links that tackle workplace culture issues.
5. What Creates a High Performing Organization. “I’ve always thought that high-performing companies were the ones that continuously transformed themselves, as in Peter Senge learning organizations,” writes Sharlyn Lauby. “Is it possible social media is part of that transformation? Can employees leverage the sharing of knowledge on social media to achieve personal mastery and therefore the company will learn faster and perform better than its competitors?”
4. Is Your Boss Unfit to Lead? Take the Rupert Murdoch Test. “The person at the top ultimately owns the culture that informs the way the people in the organization think, decide and act,” writes Scott Eblin. “The story of Murdoch and his top managers offers … a helpful set of questions that anyone can use as a test to determine whether or not their boss is fit to lead. Stepping back to consider these questions from time to time might give you the chance to spot and tamp down trouble in your organization before it spins out of control. At a minimum, they can give you a heads up that you probably need to find another place to work.”
3. Stop Creating Drama. If your workplace culture is filled with drama, it might be time to look at your own behavior, notes Jason Lauritsen. “We create most of the drama we experience every day in our work lives. There, I said it. Sorry to be the bearer of bad news, but most of the drama you experience starts with you. That also means that you have the power to stop it.”
2. Timesheets, Incentives, and Five O’Clock Beers Looking for an alternative to nagging people to fill out time sheets and other administrative tasks? Steve Boese passes along one organization’s clever solution – the digital “Drink Time Sheet.” “The idea? Set up in the office a refrigerator full of free beer, but have it electronically locked, and linked to the office’s timesheet system. Once all the week’s timesheets are submitted, a siren sounds, the refrigerator unlocks, and the staff can celebrate the end of the week with a few Friday beers,” writes Boese.
1. Why You Should Not Have a Culture Chief. You can’t make “culture” a single person’s job, argues Paul Hebert. “Culture isn’t a position. Culture isn’t a job. Culture is who you ARE. Culture is who you are COLLECTIVELY. Until companies understand that culture is a collective responsibility and that no one person or one program can drive culture we will continue to struggle with a creating and maintaining culture.”