Create a Purposeful, Positive, Productive Work Culture with an Organizational Constitution

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Credit: istockphoto.com/PeopleImages

Credit: istockphoto.com/PeopleImages

What’s on your to-do list today? I’ll wager that “building workplace civility” doesn’t appear on that list—but it’s something that all leaders should be investing in daily.

Why? Our workplaces aren’t great places to hang out in.

Researcher Christine Porath found that 98 percent of the employees she’s interviewed over the past 20 years have experienced incivility or rudeness in the workplace.

Only 35 percent of employees across the globe are actively engaged at work, according to Gallup’s recent State of the Global Workplace report. That number hasn’t shifted significantly in more than two decades.

Respectful treatment of all employees at all organizational levels occurs in only 38 percent of workplaces worldwide, according to a 2017 survey from the Society for Human Resources Management.

And only 22 percent of employees (who receive little supervisory support on the job) would recommend their company as a good place to work.

Your organization may be much better off than these studies indicate, but I’ll bet there are opportunities for your organization to improve the health and quality of its work culture.

Is your culture bent or broken? Fix it

Why don’t leaders simply “fix” their unhealthy work cultures? Because they’ve never been asked to do that. Most don’t know how to do that. They’ve never experienced a successful culture change, much less led one.

The good news is that executives agree that culture matters. Eighty percent of executives rated the employee experience, including organizational culture, engagement, and the employee brand proposition, as very important or important. And only 22 percent believe their companies are excellent at building a positive employee experience.

Read the full article in Communication World

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