Michael Bluemling, Jr. | Change Your Culture Before Your Culture Changes You
Michael Bluemling, Jr., is a former Sergeant of Soldiers and author of "Bridging the Gap from Soldier to Civilian," who overcame abuse to become a success story, after his transition from soldier to civilian. He shares his insight with fellow veterans, to help them through this arduous process, successfully.
"Michael Bluemling, Jr.", veterans, military, soldier, Marine, sailor, airman, VA, help, employment, "Bridging the Gap from Soldier to Civilian"
post-template-default,single,single-post,postid-1,single-format-standard,gllr_bridge,ajax_fade,page_not_loaded,,vertical_menu_enabled,side_area_uncovered_from_content,qode-child-theme-ver-1.0.0,qode-theme-ver-13.9,qode-theme-bridge,disabled_footer_top,wpb-js-composer js-comp-ver-5.4.7,vc_responsive

Change Your Culture Before Your Culture Changes You

Change Your Culture Before Your Culture Changes You

Mostly everyone has had at least one great experience working for a company, and one horrible experience as well. The organizations in which we work do have a profound effect on our daily lives, so why not be proactive in our approach to ensure that all of your employees feel appreciated and valued. If you had to survey your entire staff, how much positive feedback would you receive? If you have to question yourself at this point, then you already know that you can and must do better or your most valuable employees will be leaving at the first opportunity that they have.

Changing your corporate culture starts at the top, and must trickle down to the lowest level. Everyone must be included in the transition, and feel like they are a part of the change in order for the process to be effective and efficient. Most managers and employees will fight change unless they feel like they have a vested interest in what they perceive to be worthwhile or not in their mind. That being said, they can and will change with the right amount of support from senior leadership and management.

Some view financial gains as a motivating factor, which to a point are important. However, your employees are much more interested in intrinsic motivators that allow them to feel respected and valued where they work. Implementing a simple strategy utilizing the seven steps listed below can go a long way towards reaching your short and long-term objectives within your organization. Human capital is your bread and butter in most cases, and they should not be forgotten about moving forward.

  1. Be open minded for change
  2. Value your employees time and effort
  3. Identify and fix problems immediately
  4. Give the extra effort that others will notice
  5. Focus on excellent internal and external communication
  6. Provide complete training
  7. Give constant and consistent feedback

You can either resist change or reap the benefits of changing the culture that your employees work in. Either way you look at it, change will occur and it can have a positive impact or negative impact on your organization depending on how your employees view the culture they are working in. Having a good compensation package is only half the battle, and when you integrate your vision into a comprehensive cohesive workforce the impacts that can be achieved are limitless.

No Comments

Post A Comment