Creating a workplace culture that breeds high morale and engagement doesn’t happen by accident. It requires leadership – wise, empathetic, discerning, thoughtful, strategic, and caring leadership. And it’s a leadership you can’t fake. It has to flow from the ethos of who you are as a person.
For the last 18 years I’ve had the privilege of working for Ken Blanchard, a man who knows a thing or two about leadership. Along with his wife Margie, he has created a leadership development company that embodies several principles of a high engagement culture. In traditional Blanchard style, I’ve taken some complex issues of morale and engagement and tried to crystallize them into simple truths that all leaders can use to build morale in their organizations.
Catch People Doing Something Right
Too many work environments are focused on catching people making mistakes. In a well-intentioned effort to improve productivity and efficiency, leaders are prone to reduce an employee’s performance into raw data, metrics, and statistics. Every detail is parsed and analyzed and people’s shortcomings are readily pointed out. Years ago Ken Blanchard said, “People who feel good about themselves produce good results, and people who produce good results feel good about themselves.” It’s a virtuous cycle built on the concept of catching people doing something right. One of the easiest and quickest ways a leader can improve workplace morale is to notice, encourage, and celebrate the good things that are happening. It’s a common occurrence at The Ken Blanchard Companies for us to start meetings with the agenda item of “praisings and celebrations.” We take time to intentionally focus on the good things people are doing and celebrate their successes.
Be Other Focused
Another strategy for enhancing workplace morale is to serve others. It’s hard to be self-centered, critical, and myopic about your own business when you reach out and help others less fortunate. We have an in-house charity organization called Blanchard for Others that supports numerous local, national, and world charities. Employees have a voice in not only directing funds to these organizations, but getting personally involved. Employee volunteer efforts are encouraged through the use of “Blanchard Ambassador” hours—paid time off apart from an employee’s own vacation time—that allow team members to serve with charities locally and abroad. You can build employee morale by not only engaging their minds at work, but their hearts as well.
Treat Your People How You Want Them to Treat Your Customers
The manner in which you treat your people will be the manner in which they treat your customers. It doesn’t matter if you have a catchy customer service slogan, wallpaper the office with posters of the company mission statement and values, or create fancy marketing materials touting your brand promise, if you treat your people like they’re irresponsible, untrustworthy, and have to be micromanaged, they’ll treat your customers the same way. At Blanchard, people are extended a fair amount of autonomy in their roles to do what’s in the best interest of our clients. Leadership takes this same approach with employees through various programs like Infant at Work, where new mothers are encouraged to bring their infants to work until they reach 6 months of age. The company also sets aside a certain percentage of our profits for employees to donate to the charity of their choice through our Give Back program. The employee, not the company, decides where that money will be used. Autonomy and flexibility are key components in creating a high-morale workplace.
It’s the Culture, Stupid
To plagiarize Bill Clinton’s 1992 presidential campaign slogan (“It’s the economy, stupid”)—It’s the culture, stupid! At the end of the day, the creation of a high-morale, highly engaged workforce is about intentionally nurturing the norms and behaviors you want in your culture and extinguishing those you don’t. Every day Ken Blanchard leaves a “morning message” voicemail for the entire company. In that message, Ken takes the opportunity to reinforce the core values of our culture. He praises accomplishments of individuals, share concerns for those in need, discusses his latest insights about life and leadership, or shares other inspirational ideas and encouragement.
Any single one of these strategies is insufficient in itself, and certainly not appropriate for every organization. However, taken together, they weave together to form the fabric of our culture that results in a highly engaged, positive morale workforce. It doesn’t matter your industry, geography, or size of organization when it comes to building a high-morale culture. It starts with leadership. It starts with you!
This post was originally published at Switch & Shift as part of a series on workplace morale. I encourage you to check it out!
Reblogged this on Leo Kinuthia Blog.
Well said, Randy. Sometimes organizations can get so detailed in “getting better” that the simple heuristic gets missed. In real estate it’s “location, location, location.” Even though there are important details and data, to lose sight of the simple – and central – focus is counterproductive. Much has been written on employee engagement, culture, etc., but the simple behaviors you (and Ken), have outlined are the core behaviors. Do these, and the other detail is then helpful!
Thanks for adding your insights. If we don’t focus on the fundamentals, like you mention, all the extra’s won’t do us much good, will they?
Pingback: Blog posts for coaches from around the web - 29th June 2014
Pingback: July ’14 Leadership Development Carnival | The Purposeful Culture Group
Pingback: Catch People Doing Something Right - 4 Ways to ...
Pingback: Weekly Education Links (weekly) | A Principal's Life
Pingback: Coaching ConfidenceCoaching Confidence-2014 Blog review - June
Pingback: Sparkle | The Red Lines Page
Pingback: If You’re Not Preparing for Your One on Ones You’re Wasting Everyone’s Time – Simon Ouderkirk
Pingback: Smart Strategies For Starting Employee Recognition Programs
Pingback: Employees Disrespect You - How to Regain Control > Ask a House Cleaner
Leading with trust, say come to the level of the trainee/employee and lift them up by encouragement, feedback and rewards
Pingback: Increasing The Impact Of Individual Behaviour Change | Three Worlds
Pingback: Always Wind Up With a W.O.W. | Easy Teams