How To Improve Your Workplace Culture

By Emily St John - 02 Sep 2018

A company is only as good as the people it keeps, and at the heart of every successful company is a thriving company culture. Defining how culture is created and what it means is kind of hard, we get it.

And so does ANZ. Their slick new ANZ BladePay™ device which, together with the right POS vendor app, can provide a seamless service for hospitality customers from ordering to paying the bill. They understand how smart processes can keep your team happy, and the ANZ BladePay™ device together with the right app can bring you easily split bills, shorter queues, simplified payments, and orders straight from your ANZ BladePay™ device to your POS to keep your staff happy and your business thriving.

Ready to take a big step with your small business? Check out ANZ BladePay™ features.

Ask people what they want

Culture starts and ends with your people. And if you want to improve it, you’ve got to listen to what they want. What do they want to get out of coming to work each day? How do they want to be rewarded? How do they want to learn and grow? These conversations will make your people feel valued and listened to, but the worst thing an employer can do is to ask for input but ignore it. If you ask the questions, be prepared to make the changes.

Create an open environment

The more you talk about company culture, the more likely it is that the problems can be identified and fixed before a crisis hits. Encourage your team to be open about culture issues and toxic environments, and create a safe space for them to share their thoughts. All employees should feel comfortable to share ideas and feedback no matter who they are. Use this feedback to grow your culture, not just maintain it.

Be transparent

Share your wins and your fails openly with your team, especially when it comes to company culture—this will help hold the entire business accountable for change, as you look to everyone to help build a better company. Transparency wins, because transparency engenders trust. The more employees feel connected to a company, the more responsible they’ll feel to impact change themselves. When facing difficult obstacles, your team will know they aren’t sacrificing merely for the name of profits.

Set and adhere to your company’s core values

A great company culture begins with core values. Pick the values you live and breathe by, and don’t waver on them. Core values aren’t just a list of trendy words or phrases that you paint on your restaurant wall, but the principles that define your brand’s character and drive its behaviour—your core values are what your business stands for. Hold your people accountable to them and reward and acknowledge those who live them.

Model change from the top

The person who sets the tone for culture can change, depending on where you work and who you ask. But it’s important to remember that good company culture starts from the top. Your management team should undertake regular pulse checks (if your current strategies aren’t working, you need to try something new) and inspire a shift in thinking from “that’s just how it is around here” to “this is how we’re going to think and act from now on.” Leaders must first transform their mindset, then and only will their words become authentic and achieve lasting change. 

Build team cohesion

Team cohesion is essential for continued company growth. The common default for building team cohesion is after-work dinner or drinks, but often these events are just a band-aid on a bad situation. Instead of defaulting to a lazy solution, identify the core issue and focus on solving that problem. Consider team breakfasts (in work hours), outdoor activities, volunteer work, group brainstorming, coffee walks, special projects or buddy systems. Focus on helping your team get the most out of life, not just their job, and everything else will take care of itself.

For more great content, check out the ANZ BladePay™ hub here.

This article is proudly sponsored by ANZ and written and endorsed by The Urban List. Thank you for supporting the sponsors who make The Urban List possible. To find out more about who we work with and why, check out our editorial policy here.

Eligibility criteria, terms and conditions, fees and charges apply to ANZ BladePay™ and third party apps developed by POS vendors. Use and potential benefits of ANZ BladePay™ require an app built by a POS vendor with appropriate functionality. ANZ is not responsible for apps developed by third parties.

The information contained in this article is general in nature and has not been prepared or endorsed by ANZ. It does not take into account your personal and business needs, financial circumstances or particular objectives, and is not a substitute for commercial judgement or professional advice.  You should seek independent financial, legal, tax and other relevant advice having regard to your particular circumstances.

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