CREATING AN OFFICE CULTURE
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Imagine a workplace where they offer you free meals, free haircuts, free car washes, free dry cleaning and on-site health care in addition to your health insurance. The gym is down the hall, and there are nap pods and bean bag chairs. Instead of an assigned cubicle you can sit (or stand) anywhere you want to work. You can even design your own desk to fit your needs . You are made to feel welcome and important from the minute you walk in the door and you are encouraged to bring your dog to work. They offer you educational seminars, they have parties and bring in special guests to entertain you. There is a game room, a basketball court and impromptu volley ball games. It sounds too good to be true, don’t you think? Okay, so we can’t all be Google, but we can certainly learn from them. While the perks are amazing, there are a lot more reasons why they have been consistently on the Fortune 500’s best places to work.
It is not just the freebies that has kept Google on Glassdoor’s annual “Best Places to Work” list. The search giant has cultivated one of the best workplace cultures in the world. The perks given are derived from surveys and algorithms (Google’s modus operandi) created to determine ways to keep employees happy, but more importantly “in the workplace” where they can be most productive. While it is unrealistic for us to provide all of these extras in our dental practices, the bottom line is that Google is sending their employees a distinct and important message that doesn’t cost a dime. What they are saying is, “We value you”.
According to the Corporate Leadership Council, “Engaged and satisfied employees feel a profound connection to their company, and are driven to help their employers succeed.” And, in addition to the obvious elements such as job duties, benefits and salary, culture is a major factor in how happy employees feel on the job. By creating an atmosphere where people feel positive, purposeful and engaged, you are sending the same message as Google to your employees. “ We value you”.
The good news is that you can create this environment for your team. Here are a few ideas, inspired by other offices, to help you get started.
Establish Core Values and Goals
Having your team write a mission statement is a good way to begin this process. By doing this, you will create a common purpose, an intended direction and a guideline for determining what is important and what is not. It is crucial for you to share your goals with your team, answer questions, and give input. However, allowing them to actually put it in words will give them ownership, make them accountable, and they are more likely to embrace the meaning and significance of these important core values
Once their mission statement is written, it can become the blueprint for team meetings, enhance the day-to-day decision making process, and align their efforts to work together. When employees are passionate about the values and mission (like organizing the world’s information at Google), they are dedicated to accomplishing the goal. Meaningful work is an essential component for keeping your employees happy and fulfilled. This in turn will lead to increased productivity and lower turnover.
Celebrate Together
Everyone loves a cake and candles on their birthday. But acknowledging milestones is not the only way to celebrate as a team. Encouraging your team to bond outside of the workplace helps everyone to get to know each other on a more personal level, an opportunity that doesn’t always present itself during the day in a busy dental practice. Group outings can be as simple as a monthly breakfast club, signing up for a volleyball team, or going out for happy hour once a month. You can even assign one or two team members to plan the activity each month, which will help ensure that the group activities are viewed as fun, not boss-mandated!
It always feels good to give back to the community, and volunteering as a group is another way to strengthen connections between your team. Plus, it’s a great opportunity to do some networking and establish relationships with local businesses, as well as promote your practice as a socially conscious organization. A charity walk or run is one way to get started—not only will this encourage a bit of friendly competition, it’s a great way to get some exercise, too! Adopting a family at the holidays, working on a Habitat for Humanity project, or allowing team members paid days off to volunteer at the charity of their choice are other great options.
Encourage a Growth Mindset
People with a growth mindset believe that their skills and abilities can be developed through perseverance and hard work; whereas those with a fixed mindset think their abilities are determined by natural talent or intelligence. One of the first business books that I read when I started my practice was “ The One Minute Manager” by Ken Blanchard and Spencer Johnson. They advised you to “catch your employees doing something right.” We are quick to criticize when someone does something wrong, but how often do we praise an employee for a job well done? Complimenting the effort employees make or acknowledging how hard they are working helps them overcome failures. People with a growth mindset attribute failure to a lack of effort, not ability. Righting a wrong only requires more hard work.
Getting rid of a fixed mindset also makes it easier for people to admit their mistakes. The ways errors are perceived is changed. A mistake is no longer an attack on them individually. It is an opportunity to learn and grow. A person with an open mindset is more open to feedback. They will actually welcome your guidance and are more likely to tackle new challenges.
Conclusion
There is growing recognition of the fact among business leaders that a strong culture gives you a competitive edge. Companies win not because of what they do, but because of how they do it. And how they do it is determined by culture.
For better or worse, your office culture rules your organization. It is a financial and strategic topic. In fact, it is one of the most important things you can do to create a sustainable competitive advantage. And what’s more critical to your organization’s future survival and growth than that?