A great culture still needs boundaries!
There seems to have been a recurring theme to conversations I have had this week with business owners which centres around the fact that HR processes and systems still need to be used to maintain a positive culture.
I have listened to business owners talk about the 'relaxed' atmospheres in their workplaces and 'flexible approaches' they maintain with their staff, in the next breath we have then discussed issues with performance, disruptive behaviour and the upset these things cause within a team.
I generally ask about how these issues have been tackled, what are the informal conversations addressing and how are these noted, what formal action has happened to take corrective action so the proverbial bad penny doesn't destroy the culture they value - often the answer is none.
Proactively managing poor performance and behaviour in the right way adds to a positive culture, it doesn't destroy it. Those that are working hard, performing at their best and enjoying that flexibility and relaxed atmosphere are less likely to be disillusioned by the fact that nothing happens to those who do not share their values and approach. This will help you keep more of your great employees and perhaps turn those problems into more great employees!
Would really be interested to hear any examples you have seen where a failure to take action actually has a more negative impact on culture and motivation...
Having worked within businesses as a Line Manager, I know first hand some of the frsutrations faced…
