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The culture in your organization matters. The concept of organization culture is popular right now.  ASs a result, many owners are thinking about a high-performance culture, and how to go about it. But how much of a difference does it really make and what can it do for your organization?

Some believe it would make a difference; some do not. That’s why I want to provide some insights into a high-performance culture so you can decide for yourself whether or not it makes a difference. First, let’s see what it really is:

What Is a High-Performance Culture?

A high-performance culture is one where the performance of employees is higher than average. They are more efficient, more productive, and more motivated.

A high-performance culture is the result of the organization’s focus on attracting and hiring only the top talent. This is enhanced by the organization’s commitment to making employees feel needed, appreciated, and vital to the company’s continued advancement.

This matters, as companies with a poor culture are 48% more likely to suffer from a high turnover. Turnover is a major expense in terms of finding replacement employees, and in the loss of productivity while bringing them up to speed.

However, the problem with achieving a high-performance culture lies in the assumption by most companies that already have one. And chances are – they don’t. At least many of them don’t.

Even established enterprises believe they have developed a high-performance culture when, in reality, they haven’t come close to it. Once they realize this, iit is very difficult to turn things around.

Working hard on creating a high-performance culture is crucial for a company’s survival and advancement, but there’s more to it.

Does a High-Performance Culture Improve an Organization?

In one word – yes. And the best way to appreciate the positive change is to see what a high-performance culture does for an organization.

First and foremost, it gives you a competitive advantage. A high-performance culture helps by driving your organization forward, and by effectively defining the actions you have to take toward the road to continued or improved success.

Increased revenues quickly follow once you implement such a culture in your company. That’s why it’s more crucial to focus on employee performance and their personal development, instead of focusing on improving the margins. Employees who believe their company focuses on its purpose instead of turning a profit are usually 27% more likely to stay in it.

It’s all about the employee. If you give employees a chance to thrive and engage with the company, they will be more likely to stay and work more on improving the organization as a whole, not just themselves.

This is precisely what makes a high-performance culture crucial for any organization that seeks to advance and reach higher levels of success.

How? To answer that question, think about who has the most impact on the working life of each employee. It is their manager. Whether the employee is at the front line, managing the front limber, a director or an executive, they have a manager who is accountable for managing them. Everyone who is accountable for the output of a team, from the owner on done, is accountable for managerial leadership work. Organizations tend to be not very good at ensuring that managers do this managerial eladwership work. As a result, the overall employee experience is less than ideal.

Learn more about how to create a high-performance culture on our web site. With the help of our services that are designed to help you improve your team and your entire organization, not just the way they manage and lead. If you want to learn more, contact me, and let’s see how we can help.