Workplace culture is in the collective behavior of employees; it drives the quality of current employees’ work and the perspective employees’ talent. Many scholars (Fiel, 1991; Louis, 1983; Martin, 2002; Ravasi/Shultz, 2006) define organizational culture as “a set of shared mental assumptions that guide interpretation and action in organizations by defining appropriate behavior for various situations.”
What type of ‘society’ does your business form? Culture includes but is not limited to, values, visions, norms, working language, systems, symbols, beliefs, and habits. During the recruitment and onboarding process, new employees are taught a way of perceiving, and even thinking and feeling. Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. SHRM, the largest Society for Human Resources Management, hosted a Twitter Chat with Jerome Ternynck as the featured guest.
If you happened to miss, no worries, here are best workplace culture tweets for all 8 questions:
Q1. What is your definition of a high-performance workplace culture?
A1 – Transformational vs. Transactional: Behaviors that Drive Business Success vs. Entitled Benefits. #NextChat — David Kovacovich (@DavidKovacovich) June 18, 2014
A1: A culture that gets DESIRED results, treats team members & customers well, and where few get sick on Sunday nights. #nextchat — Steve Goble (@gobles) June 18, 2014
A1 Diverse team that is effectively & efficiently achieving outcomes while enhancing team & individual skills, value, & purpose #nextchat — Shane Cadden (@scaddenFNL) June 18, 2014
A1: High Performance culture starts with having the right person in the right job #nextchat — Jerome Ternynck (@jerometernynck) June 18, 2014
Q2. What are the top three drivers of a high-performance workplace culture?
A2: 1) A genuine leadership approach, 2) Permission to do your job well and 3) Consistency !! #nextchat — Steve Browne (@sbrownehr) June 18, 2014
A2: A high-performance culture starts with employees. Are you making the right hiring decisions? #NextChat — OneWire (@OneWiretweets) June 18, 2014
A2: 1. Purpose 2. Mastery 3. Autonomy #nextchat — Jerome Ternynck (@jerometernynck) June 18, 2014
A2 – 1.Trust 2.Teach-ability 3. Traction (toward career advancement) #NextChat
— David Kovacovich (@DavidKovacovich) June 18, 2014
Q3. Are compensation and benefits the most important factors to creating a high-performance culture today? Why or why not?
A3. Employees want to be driven by a mission and a company culture that supports achieving the mission. #nextchat — Angel L. Lewis (@angellewisesq) June 18, 2014
A3: Compensation doesn’t impact performance. Actually often negatively impacts performance. #nextchat
— Jerome Ternynck (@jerometernynck) June 18, 2014
A3: Not for most people…flexibility to get job done while still having a life and positive working relationships more important. #nextchat — Steve Goble (@gobles) June 18, 2014
A3. Recent surveys say no. If Comp and Benefits are the only thing the company offers.. then get back to the drawing board. #nextchat — Ed Tsyitee Jr (@GreenChileAdict) June 18, 2014
Q4. How does diversity in the workforce affect performance?
A4 Diversity extends beyond ethnicity and into ways of thinking. Diverse minds make great perspectives. #NextChat
— Jerome Ternynck (@jerometernynck) June 18, 2014
A4: diversity challenges employees, management, performance #nextchat — Kailee Goold (@KaileeMGoold) June 18, 2014
Q4 Without diversity, we’d be robots. It brings more opportunity than challenges. #nextchat — Emilie Shoop ☺ (@eshoop) June 18, 2014
A4 – Scalability is paramount! Each employees perception of #Engagement is driven by the amplification of their unique talents. #NextChat
— David Kovacovich (@DavidKovacovich) June 18, 2014
Q5. How do you train, mentor and coach a high-performance mindset with current employees?
A5 By making it safe for them to grow & explore. Model the performance you want to see in others. Reward high performance. #nextchat
— Emilie Shoop ☺ (@eshoop) June 18, 2014
Absolutely! Yes! RT @jerometernynck: A5: Hire for Attitude. Train for Aptitude #nextchat — Ajilon Professional (@ajilon) June 18, 2014
A5: Mentor to take over your job because high performers can and should – don’t be afraid of mgmt smog #nextchat — Donna Rogers, SPHR (@HRWarrior) June 18, 2014
A5: Per Netflix, “the best answer to acceptable performance is a generous severance package” Agree? Disagree? #nextchat
— Jerome Ternynck (@jerometernynck) June 18, 2014
Q6. High-performing cultures such as Yahoo can stumble. What factors contribute to organizational decline?
A6: Success makes organizations complacent. A certain amount of discomfort in a workplace is needed to learn more, contribute more #nextchat
— Hive Tech HR (@HiveTechHR) June 18, 2014
A6: High performance orgs without purpose are just high pressure environments. Will fall apart when market turns. #nextchat — Jerome Ternynck (@jerometernynck) June 18, 2014
A6: as Jack Welch said: “If the rate of change on the outside exceeds the rate of change on the inside, the end is near.” #nextchat — Neil Hunsworth (@neil_hun) June 18, 2014
A6. A lack of vision mixed with a lack of understanding of competitive markets will cause poor use of talent and fear to set in #nextchat
— John Baldino (@jbalive) June 18, 2014
Q7. How can supervisors drive innovation and performance at the team level in companies with cultures of mediocrity?
A7 Reward Failure. Encourage people to take risks, fail fast and learn #nextchat
— Jerome Ternynck (@jerometernynck) June 18, 2014
A7: Innovate and perform! Lead by doing – actions are far more motivating than words. #NextChat — Kerri Price (@itsmekpee) June 18, 2014
A7: Learn to lead up in the organization, not just down. #NextChat
— Steve Goble (@gobles) June 18, 2014
A7: Giving their team purpose. Issuing out challenges and guiding the team to meet them. Being a true leader. #NextChat — Yujin Ghim (@YujinGhim) June 18, 2014
Q8. What revolutionary workforce practices will actually drive innovation in today’s tech and social savvy workplaces?
#nextchat A8: crowdsourcing platforms for capturing, socialising and prioritising ideas through the wisdom of crowds — Neil Hunsworth (@neil_hun) June 18, 2014
A8: Having an awesome team that you can’t wait to work with every morning. #NextChat — Yujin Ghim (@YujinGhim) June 18, 2014
A8: Especially in the NYC area I think we can get better at values:listening, compassion and kindness-which leads to better work! #Nextchat
— East Side Staffing (@EastSideStaff) June 18, 2014
A8 Collaborative software. @Google Docs for writing. @Yammer for internal communication. @SmartRecruiters for hiring. #NextChat
— David Smooke (@DavidSmooke) June 18, 2014
A8 Work on stuff you like #Nextchat
— Jerome Ternynck (@jerometernynck) June 18, 2014
A the end of the day, your company culture is going to be what people make it. But, as a leader, you ought to steer in the right direction. Learn more about human resources role in hiring, or take a quick look at SmartRecruiters!
