People are busy and stressed. Reading the news is stressful. Sitting in traffic is stressful. Feeling we need to check our phones at all hours of the day and night is stressful. It’s easy to make someone’s day at work better. Why not do it?
I’m going to suggest being nice to people at work. And I’ll give you my definition of nice. In my world, nice isn’t about asking about someone’s weekend, how their kids are doing, or what they’re doing with their summer. I won’t tell you not to talk about these things at work, but they aren’t required to be nice. In fact, those conversations can be distracting and keep people at work longer than they want and have to be there, which is anything but nice.
Here are six ways to create a nice company culture:
Nice company culture tip number one: Look people in the eye as you pass them in the hallway, both people you know and don’t know, and say hello. I’ve always found it odd that someone can pass me on a sidewalk or in a hallway and pretend I’m not there. It’s weird. Say hi to the people you walk by.
Nice company culture tip number two: Don’t send emails cc’ing people who don’t need to know. This damages relationships, annoys people, and fills people’s inboxes with unnecessary emails.
Nice company culture tip number three: Take the high road. It’s easy to fall on principle or insist on doing something a certain way when the other person is frustrating or otherwise difficult to work with. Resist the temptation to be right and instead, do what works.
Nice company culture tip number four: When you disagree, pick up the phone rather than having a text or email debate. You can often resolve issues more quickly and manage communication better verbally than in writing.
Nice company culture tip number five: Do the things you said you would. Be on time, meet deadlines, and keep your agreements. If you can’t keep an agreement, make it known as soon as you know.
Nice company culture tip number six: Don’t gossip. Definition of gossip: Talking about anyone who isn’t physically present. Gossip creates environments of negativity and distrust. Think it and then let it go.
You have more control over your workplace atmosphere and your day than you may think you do. Be nice. Just because.
People are tired, busy, and stressed. Be nice to people. Just because. It will make your day, their day, and your work environment better.
Join the Candid Culture Community:
When I interviewed for my last job, before starting Candid Culture, the CEO put a mug in front of me with the company’s values on it and asked if I could live by those values at work. He was smart. Hiring someone with the skills to do a job is one thing. Hiring someone who fits into the organizational culture, is another.
Determining if a prospective employee will fit your organizational culture is much harder than determining if someone has the skills to do a job. Often when an employee leaves a job, only to take the same role at another company, they left for fit. They just didn’t feel comfortable. They weren’t a good fit with the organizational culture.
You’ve probably heard discussions about employees who deliver results at the expense of relationships. Or about employees who fellow employees really like, but they just can’t do the job.
Leaders of organizations need to decide what’s important: What people do? How they do it? Or both. I’m going to assert that both the work employees deliver and how they deliver that work is equally important. I think you should hire and fire for fit.
Work hard to hire people who will fit into your organizational culture. Get rid of people who don’t fit. The impact on your organization’s reputation and on internal and external relationships depends on hiring people who behave consistently with your brand and how you want your organization’s culture to feel.
At Candid Culture, we teach people to have open, candid, trusting relationships at work. Thus we must hire people who are open to feedback and communicate honestly. And we fire people who don’t model those behaviors.
If you want a high service organizational culture, you can’t hire people who don’t care about others and want customers to feel good about working with you.
Here are a few ways to ensure you hire people who are a good organizational culture fit:
- Share your current or desired culture with job candidates early, often, and clearly.
- Work to assess how candidates fit the culture. Use practical interviews, job shadowing, and reference checks to assess organizational culture fit.
- Talk about the culture when on boarding employees.
- Make behaving according to the culture part of your performance appraisal process.
- Reward behavior that matches the culture.
- Have consequences for not acting according the culture. A negative feedback conversation is a consequence.
- Ensure your leaders and managers live the culture. Get rid of leaders and managers who aren’t a good culture fit. This takes courage.
When people leave an organization, they don’t often take copies of reports they produced or work they created. And if they do, they rarely look at that work. What they do take, remember and find meaning in, are the relationships they built at work. Relationships are dependent on organizational.
Determine the organizational culture you want. Talk about regularly. Require people to act according to the culture. Reward the ones who do. Get rid of the ones who don’t. Make working in your organization feel as you want it to feel.