Culture, Performance, and Employees

Culture Performance Employees

The Culture of an organization is important. Culture orients us to the organization, its purpose and goals. But Culture is not just what an organization says, Culture is what it does both internally and externally.

How does the organization treat its customers, even the difficult ones?

How does the organization treat its employees, and not just those at the top of the ladder?

Performance is important.

Making the numbers. Bringing in revenue. Achieving goals.

Performance keeps us in business.

Employees are important.

Employees do the work. Employees make the calls. Employees interact with the customer.

Actively managing Culture, Performance, and Employees and keeping these three in balance may be the most important responsibility of a leader.

But some leaders forget all three.

Some leaders only remember one.

Some leaders focus solely on Performance.

Culture Performance Employees (2)

Performance alone creates a different Culture.

Performance alone can treat Employees like numbers.

Performance alone can turn the Culture against Employees.

Performance alone blames Employees (for the Culture and lack of Performance).

Performance alone can lead to Employees leaving for a better Culture.

Great leaders realize Employees matter.

Great leaders realize Performance matters.

Great leaders realize that Culture can take care of the other two.

Great leaders strive for Culture that rewards and values Employees that can lead to greater Performance.

Great leaders know where to start.

Hard Choice Ahead

Hard Choice Ahead

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The interview went well. They answered the questions. They were hired. After a few months their performance begins to fade.

You hear from a few people around the office that deadlines are missed. Others are covering the work that is not getting done.

RESENTMENT IS BUILDING

A few of your peers come and talk to you about the issues and what you are doing to correct the problems.

YOU ARE BEING QUESTIONED

Your boss sends you an email asking about your department’s performance.

YOUR TEAM IS UNDER SCRUTINY

There were signs.

Looking back you may be able to see them.

Unfortunately, signs don’t always show up along our journey with bright colors and with enough repetition so they cannot go unnoticed. Failing to see the earlier signs prevented corrective action.

Maybe it was a relationship. Maybe it was a project that has not taken off. The specifics are yours to fill in.

Missing the earlier signs tends to result in one final sign: Hard Choice Ahead.

The choice won’t be easy.

But it needs to be done.

The choice will have consequences.

But it will bring the resolution.

Maybe next time we will become more attuned to watching for those earlier signs.