Does Your Company Needs a Culture Doctor?

It’s normally understandable that when children commit mischievous acts, they are disciplined either with trivial teachings or strict scolding. But, how to handle when young and senior employees behave in an adamant or inactive ways? May be we, humans, in certain circumstances, need a highly influential person or right mentor.

Likewise, in a company where you find chaotic culture, you need a talented ‘culture doctor’ who can focus on a company’s operations, recurring problems and perceive employees’ behaviors. And then, based on quick evaluations, devise right strategies to boost employee morale and clear hurdles for organizational efficiency and workplace wellness. 

Sometimes, in a workplace, a critical problem can be solved with a simple, logical solution. Still, those who are in charge to rectify the situation may show their playful recklessness or give silly excuses to trouble their colleagues. Nothing’s worth to listen when we come across a company with more issues and less insights. Tangled differences create chaos. And, in confused conditions, there can be no methodical mindfulness or straightforward communication.

Fortunately, in a company, a department had no problems and shortcomings. Yet, there were signs of uneasiness and disengagement. What employees wanted was just reverence and positive response. And nothing else. If none bothers, then that silence disturbs everyone. Who’s questionable?

Lack of teamwork, when found in an organization, becomes more troubling. You call for a meeting and no one will rebuff it. Ask them one problem, and they will list out many. Insist them for explanations, they will sum up indirect answers. Everyone looks ready to blame others. Why no attention for collective efforts? Why no one wants to follow up? Because no one wants to bolster their relations for effective communications.

Team spirit, like a grease, can speed up processes. Well, if plan A fails, then there should be plan B and so on. You can reduce complexities with alternative options. If you have a rational approach, then no problem persists.

Some employees are simply too smart, but they prefer not to mingle and make things easier. Why slog your strength when no one cares? That’s their disloyal attitude. When you have such typical employees, then definitely work culture gets derailed.

Oblivion is another culprit that makes a thorough mess. Imagine what happens when responsible teams work on diverse projects and forget some essential tasks, and they randomly do things without set sequence, and they abruptly show haste to follow up when they remember something is pending. One single task gets stretched up. Waste of time and energy, isn’t that?

When employees show enthusiasm and start working on their own impetus, then that’s a good indication. And then, it becomes easier to have a liberal, unified culture. Nothing happens when employees remain aloof and work in silos. No hyperbole. But then, with the presence of idle employees and introverts, you cannot expect to have an integrated work culture.

When you leave problems unattended, they’ll pile up. Problems should be evaluated. Is it just overstated or wrongly communicated? If everyone knows what’s the problem and what’s the solution and no one speaks up, then there’s mischief around.

Above all, it’s better to have a culture doctor who can read the pulse of a work culture, converse with key employees and sum up pragmatic solutions. Also, spread a simple message that you expect loyalty from your employees, and in return, they can expect their benefits and privileges. Profitable exchange, isn’t that?

Image source: pixabay.com