Company Culture

Why Your Ping Pong Tables Aren’t Working

5 Minute Read

Let’s get real about corporate culture

You have no idea why your culture sucks. It just does. You bought the ping-pong tables. You started Happy Hour Fridays. You even do the obligatory birthday cakes for your employees. The problem is that none of this has made a difference; your organization still seems lackluster.

People just don’t click. They can’t communicate. Your turnover rates are on the rise; and the employees you do keep don’t seem like they want to be there. Getting people to work together, collaborate, and have a normal conversation is like pulling teeth. And those words you had so beautifully hung on the wall seem meaningless.

Here are some signs that your corporate culture is out of control:

  • People don’t want to work for you (or your company).
  • Team members are working against each other.
  • There is drama between departments, divisions, or locations.
  • Individuals talk about each other; you may even see some bullying.
  • Leaders are going in circles about the same issues; things feel stagnant.
  • Leaders and employees don’t trust each other and there are cycles of collusion.
  • Ideas are unremarkable because people are holding back.
  • Employees aren’t being heard; and your organization has lost its edge.
  • People aren’t productive, wasting valuable time and money.

 

All you want is for people to trust each other, support each other, and actually enjoy working together. You need to find out why your culture is the way it is; and you need to do it quickly.

It might not be your people. 

Your decline in culture can stem from many issues. Sometimes the things you would consider to be positive changes can actually be your problem. And because they’re “good” things, they might not even hit your radar. Has your company recently gone through rapid growth? Did you have a change in company leadership? Did you recently update or implement a new process? Has an influential person either joined or left the organization? A ping-pong table isn’t going to fix how people deal with change, or each other, for that matter.

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“You have to find the root cause in order to actually correct a corporate culture problem.”

While no company is perfect, high performing organizations have a clear understanding of where they are going and everyone understands how they support the effort to get there. People believe that their co-workers’ intentions are good and give them the benefit of the doubt even when things don’t go well.

Here are some things you can do to take back control of your culture:

Get people excited again.

We know; that’s easier said than done. But when people are excited, they talk to each other. They share stories. And they’re more engaged. You must encourage people to use their voice. You have to give them authority to make decisions and take ownership of their work. Most importantly, you need to involve them in the important decisions and make it okay for people to talk about their concerns. Show them how they contribute and allow them to be a part of it. Trust them to do the job that they were hired for.

Stop addressing symptoms.

 You have to find the root cause in order to actually correct a corporate culture problem. Sometimes you can do that by having 1:1s with employees; other times they might feel more comfortable with an anonymous survey. Growth and change is scary, and not everyone is open to talking about their fears. That can cause them to disengage. Stay aware, watch for signs, and start doing a little digging. You need to gather some data and get rid of the “gut check,” communicate the plan to the employees, and then act on it.

Change the way you think about work.

 An article by Business Insider detailed the findings that Microsoft saw by switching to a 4-day workweek. Productivity increased by 40%. While this is an extreme example for some companies, it took someone with an open mind to initiate such a change. Be fearless. Other things they tried were reducing meetings to a 30-minute limit and encouraging remote communication. The bottom line is that they changed the way “they’ve always done it,” and inspired their people with options and flexibility.

Being an employer of choice requires senior leaders to work purposefully on the culture of their company. Remarkable leaders address more than just the symptoms of problems; they collaborate with others to get to the root cause and then take action. Employees are invited and encouraged to use their voice and become unified. People are highly productive and still have fun!

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“You have to find the root cause in order to actually correct a corporate culture problem.”

Without data you’re making decisions in the dark. For quick decisions, you often rely on your gut instinct. But when it comes to decisions that can change the future of your business, you need hard data. It’s time to stop your people from going rogue, and solve the culture problem once and for all.

revSCAN Organizational Health Assessment

People deserve to work in a company that has a clear direction and a culture to support it. But you first have to start by knowing what your organizational health actually is! For a limited time, you can get the data you need for FREE, and get your culture back on track. 

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The Results: Chatterkick X Revela Remote Work And Flexibility Survey

Remote Work And Flexibility Survey Blog was Written and Published by Chatterkick

11 Minute Read

Businesses are approaching the workplace differently, thanks COVID-19! We’ve literally had to change our mindset on the things that we’ve learned to utilize to get better as a business; technology, communication, operating systems, safe physical spaces, stable sales environments, and flexible work opportunities. Our approach to these topics are being as COVID-19 is forcing us to dig deep into our businesses. As Revela and Chatterkick collaborate on a series of the Generation Social Media Podcast episodes, we wanted to hear honest feedback on remote work and flexibility. We sent out a 5-minute survey on remote work and flexibility during COVID-19, and the results were fascinating.

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Inspiring Creativity: Why Adults Can Be Kids, Too

Raise your hand if you’re tired of adulting! 🙋‍♀️ 🙋‍♂️ You know what we’re talking about. All the mundane things adults must do on a day-to-day basis: working, managing staff members, taking care of the kids, keeping the house clean, running errands, etc. At some point in our lives, we “grew up.” We stopped inspiring creativity. And every once in a while when we find ourselves stressed to the max, we think back to when we were kids and remember how much easier life was.

But why did we have to grow up? At what point did we decide that playing games and having fun (like kids do) was no longer important, no longer appropriate? When did we decide that it was weird to go see a new Disney movie without kids? Why did we decide that adults can’t own kids toys? What made us think that it was no longer important to use our imaginations?

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Bad Meetings: And What to Do About Them…

4 Minute Read

We’ve all had those days. The days where we go from meeting to meeting, only to find that at the end of the day, we didn’t get anything productive done. Bad meetings are the cause. We get frustrated and think, “What a waste of time!” Yet, it happens again and again. For multiple reasons: people schedule meetings that don’t need to happen; they invite people that don’t need to be there; hold meetings for much longer than they should; they don’t have a purpose or an agenda; and they waste our precious time.

Yet, what do we do? We keep accepting the meeting invitations, in hopes that this next one will be different. David Grady calls this phenomenon MAS, or Mindless Accept Syndrome. An involuntary reflex in which a person accepts a meeting invitation without even thinking why. A common illness among office workers worldwide.

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How to Keep Remote Employees Engaged

4 Minute Read

Telecommuting…sounds like something from the future. However, it is one of the most challenging issues for businesses today. Employees want flexible work schedules and work hours. And many companies are trying to make it a priority and allow employees to work remotely. Some have even gone as far as hiring full remote teams that work in different states across the country.

Having remote employees can be a benefit to both the employee and the company. The employee finds harmony by being able to have a professional career, as well as more time for activities outside of work. They have the choice to work for an organization halfway across the country, giving them unlimited possibilities. The company can benefit from this as well. It reduces overhead costs and they are able to have access to more talent that otherwise may not have been an option to them. And technology has given us this alternative; it’s a beautiful thing. But as with all new things, there are some obstacles to overcome, such as how to keep remote employees engaged.

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Organizational Culture: The Alka-Seltzer Method

3 Minute Read

More and more companies today have come to understand that employees are demanding that the company they work for fit their values and beliefs about how employees and coworkers should treat each other. They look at a company’s philosophy about customers and their beliefs about social causes. And most importantly, they look at organizational culture. And if the company doesn’t fit the mold, the employees go elsewhere.

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Burnout At Work: What To Do About It

4 Minute Read

Imagine this all-too-familiar scenario. You work a full-time job, maybe even a little more. On top of just doing your job, you’re managing a team of other people, also trying to get them to do their jobs. And maybe you’ve got kids at home, so not only are you working and managing people, you’re a full-time parent who has to cook, clean, do laundry, and attend soccer practices.

Even though you’re trying your best, you just feel like you’re always struggling. Always tired. Always have something else you have to do. It’s getting harder for you to wake up in the morning; your workload is getting heavier, and your supervisor is requesting that you complete more projects in less time. It seems like you are constantly on the go, you have no time for yourself, and you don’t see an end in sight. You’re drowning in your own hectic life… We’ve all been there.

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#AskRevela – Toxic Boss

5 Minute Read

Let us be your leadership “Google.” Ask Revela!

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Making Work Meaningful: Inspire. Engage. Ignite.

3 Minute Read

For years, company leaders have had the belief that employees can be motivated by more money. If they’re not happy with their jobs, just give them a raise! But studies have shown that this method of motivation doesn’t always work. It’s about making work meaningful for your employees. Think about it. What makes you get out of bed and come to work every day? What drives you to stay late working on a project with your team?

Dan Ariely, a behavioral economist and speaker, says the answer is that we care about reaching the end. We care about the fight and the challenge of getting there. We care about making our lives meaningful. And that means that you, as a leader, should also be making work meaningful for those you lead.

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Hiring Assessments: Are They Right For You?

4 Minute Read

Let’s talk about your hiring process. What does it look like? It probably consists of an application of some sort, an interview or two, a background check, and a salary negotiation. Does it also include a hiring assessment? If not, you could be losing money.

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