By Dr. Jason Carthen
There are many individuals that woke up this morning who are unhappy with their current job or position in life. It could be they had great expectations after finishing college or they decided their previous career was not well suited for them. Some even went back to school to get an advanced degree, just to find out the degree would not be a cure-all for their disenchantment.
Whatever the case may be, there is no shortage of employees that are unhappy with their jobs. According to Forbes Magazine over 70% of workers are unhappy with their place of employment. One big cause…organizational culture.
Working Environment
Employees point to divisive, harsh and dictatorial work environments that make their work environment very hard to deal with each day they are required to show up. For this reason, I wanted to share with you three areas that leaders need to be sensitive to as it relates to organizational culture and the long-term positive or negative impact it can have in your organization.
1. Lessons in Leadership & Org Culture:
Leaders in organizations set the tempo. If you have a leader that demonstrates an aggressive style, there is a greater likelihood the employees and direct reports will demonstrate the same style (See Upper Echelon leadership theory). Conversely, if a leader is more democratic, the employees will embrace and emulate this style.
2. Culture Trumps Talent Any Day of the Week:
You can be as talented as you want in your organization, but if the overwhelming atmosphere is toxic and confrontational it will not matter, followers will rise or fall based upon what is taking place in their environment. If the leader does not firmly establish a Constructive Culture of openness, positive communication, and healthy conflict in the organization, talent will go elsewhere or be rendered ineffective.
3. Regardless of the Organizational Context…Culture Matters:
It does not matter if it is a small organization or a large one with thousands of employees, small tweaks to the culture can improve performance and help employees feel like they are part of something and actually have a voice.
At the end of the day, the leader has a responsibility to build champions in their organizations and stand up for the heroes who want to carry the company’s vision forward. If the leader does not do that, then the followers will eventually walk away or worse yet become hidden despite all their potential.
Please leave a comment or post on my Facebook Page and let me know how you organizational culture impacts you daily. Thanks for your ongoing support!
