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When Internal Culture Goes Wrong<\/strong><\/p>\n While the effort to keep company morale sky high 24\/7 was appreciated, it was also abused. The abundance of distractions competed for the attention span of the employees \u2014 and eventually, some of my colleagues just quit working all together.<\/p>\n We had no system in place to make sure employees were meeting their production goals, and no real threat to anyone\u2019s job if poor performance was noticed. Once that became apparent, quite a few people took advantage of the system.<\/p>\n Upper management was confused and unsure of where things had gone wrong. With so many fun happenings around the office, why weren\u2019t the employees happy and productive?<\/p>\n The problem really boiled down to one thing \u2014 engagement. Did our employees like the company? Of course, they were paid to sit around and play all day, what\u2019s not to like? Were our employees engaged? No \u2014 not even a little bit.<\/p>\n Engagement is more than employee attraction or retention.\u00a0Employees who are engaged\u00a0are emotionally connected to and passionate about their work. They\u2019re proud of their company and look forward to coming to work each day. They\u2019re willing to go the extra mile to make sure the organization is successful.<\/p>\n Furthermore, engagement and culture go hand in hand. Company culture impacts how an employee experiences and perceives the organization they work for. Engagement is how an employee feels about themselves and their work.<\/p>\n If the company culture is toxic or apathetic, and employee won\u2019t have positive feelings about the organization and their role in it then they\u2019ll end up just coasting along instead.<\/p>\n My coworkers and I weren\u2019t\u00a0emotionally connected\u00a0to our work at all. Hell, half of us had never even heard of our product before we started working here. And as for being proud of our company \u2014 well, that\u2019s hard to do when the only way you know what the company stands for is a values poster in the lobby. Without strong leadership, clear communication, and solid expectations, our employees were set up to fail from the very start.<\/p>\n Management eventually identified the problem with both our internal culture and lack of engagement and began to take steps to set things right.<\/p>\n Our leadership made three main changes:<\/p>\n And you\u2019ll never guess what happened.<\/p>\n Productivity soared.<\/p>\n It\u2019s hard for an employee to be fully involved in, and enthusiastic about, their work if they can\u2019t actually get any work done.<\/p>\n Employee distraction\u00a0is one of the biggest hurdles companies face, and my company is no exception. While the X-Box and popcorn machine no longer pull focus like they used to, the open office environment is another story entirely.<\/p>\n Open offices are incredibly popular in many tech companies as they\u2019re considered a boon to communication and camaraderie. In truth, lack of privacy, uncontrolled social interactions, and constant noise pollution have left\u00a0workers more dissatisfied and unproductive than ever.\u00a0Not to mention, open offices make it far easier for illness to spread.<\/p>\n I loathe open offices. I am quite easily distracted and the uninterrupted stream of noise from my coworkers keeps me from reaching my potential. I don\u2019t think I could be more productive in a private office or cubicle, I\u00a0know<\/em>\u00a0I could.<\/p>\n But one major upside to the open office is cost \u2014 they\u2019re incredibly cheap to set up. Expecting my employer to pony up the dough to set us all up with our own private space is, frankly, ridiculous.<\/p>\n The trick is to find a middle ground.<\/p>\n There are a couple of easy to apply solutions companies can employ:<\/p>\n In order for an organization to see its workers reach the highest level of engagement and productivity, it will need to cultivate an environment that supports optimal performance \u2014 both physically and psychologically.<\/p>\n My company is young. We\u2019re learning a lot as we go, and playing many things by ear, but I have high hopes that one day we\u2019ll be considered on of the top places to work in Idaho.<\/p>\n Manager\u2019s Office<\/strong><\/p>\n HR Dept<\/strong><\/p>","protected":false},"excerpt":{"rendered":" How to Improve Your Work Culture in an Office Business Advices When Internal Culture Goes Wrong While the effort to…<\/p>","protected":false},"author":1,"featured_media":4518,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mo_disable_npp":""},"categories":[102],"tags":[],"yoast_head":"\nEngagement & Culture<\/strong><\/h2>\n
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Distraction\u2019s Impact on Engagement<\/strong><\/h2>\n
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