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Creating a high performance values aligned culture

While these benefits and perks certainly need to be part of a high-performance company culture, they are not the only ones.

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When you have a high-performing culture prevailing in an organization, it automatically impacts every aspect of that organisation. What does a High-Performance Culture Look Like A high-performance culture includes a set of norms and behaviours that help an organisation to achieve excellent results. In other words, an organisation with high-performance matra at its core can make better financial and non-financial outcomes compared to its peers over a specified period.

Non-financial results entail employee retention, customer satisfaction etc. When an organisation aligns its organisational goals, employee priorities, and customer needs with these norms and behaviours, the company is bound to achieve both financial and non-financial results. Creating a high-performance culture is not an easy exercise.

There is a lot of scope for navigating the many breakdowns and pit stops along this journey. While having a uniform and high-performance culture across an organisation is a great idea, in reality, it is defined by how the employees behave. Organisations which have a great high performing culture are seen to have their employees put in optimal efforts. Characteristics of a High-Performance Culture Ability to Adapt to Change To create a high-performance culture for an organisation, it is imperative that the everyone embraces a changed mindset.

To promote innovation and growth in any business, change is inevitable. To stay ahead, organisations adopt various means such as reinventing jobs, structures, processes, and work practices. In fact, the future of not only businesses but also individuals depends on the ability to adapt to changes and most important of all to project a changed mindset.

Developing Strong Leaders A high-performance culture usually comprises of individuals who are keen to outperform. Hence, it needs strong leaders who are capable enough to engage and constantly inspire employees to give their best.

What does a High-Performance Culture Look Like

Strong leaders are quite important to generate a sense of loyalty amongst the employees and to inspire them to put their best foot forward and fulfil their responsibilities at work. An organisation needs leaders who can align, engage, mobilise and inspire teams to build a high-performance culture.

Empower and Trust Decision Making Ability of Employees Organisations which have high-performance cultures encourage and trust the decision-making abilities of their employees. They encourage their employees to ask questions, take decisions as and when required, and act with trust upon those choices. When employees are provided with a safe environment, they felt encouraged and empowered to take up problems and look for innovative solutions. This also makes them much more enthusiastic about their jobs, and they are much less likely to become disengaged from their present workplace.

How to Build a High Performance Culture

Constantly Innovate Organisations with a high-performance culture constantly strive towards improving, simplifying, and aligning their processes to adapt to changes in an iterative manner and thereby eliminating unnecessary work, procedures, and any information overload. These organisations also maintain transparency at all levels by monitoring goals, measuring progress, and reporting everything that is of importance, so that everyone is on the same page.

Formulate Meaningful Core Values Organisations with a high performing culture ensure that their goals are aligned with the existing core values.

  • There is a lot of scope for navigating the many breakdowns and pit stops along this journey;
  • Thus it is essential for an organisation to focus towards understanding and to strengthen the organisational culture to promote employee engagement and thereby create a happy, healthy, and satisfied workforce.

They have quite clear ethics that is being supported by the policies laid down by the organisation. The coaches ask questions to the employees and listen attentively; they also offer their observations, reflections, and suggestions and schedule debriefing sessions accordingly.

The individuals who are in coaching roles usually take up the responsibility for their respective department and their overall performance. Encourage and Enhance Training and Development Organisations which have high-performance culture and are engaged recognize the significance of training their employees for the growth and improvement of the individuals in particular and the company at large. Talent is considered to be an asset and customised training and development plans are therefore aligned with the organisational goals and objectives so that the individual employees are provided with clear career pathways.

Create a Transparent Culture Organisations can achieve a powerful competitive edge by generating a culture of transparency, trust, and openness if they encourage information to flow freely. This can take place when organisations facilitate their employees to share their knowledge and ideas openly. They also encourage open and honest debates and urge their employees to come up to report their concerns and mistakes without any sense of fear.

  1. This leads to lowering of stress levels, absenteeism, and turnover rate.
  2. When an organisation aligns its organisational goals, employee priorities, and customer needs with these norms and behaviours, the company is bound to achieve both financial and non-financial results.
  3. After you collect the feedback from your employees, ensure that you follow up and formulate a plan of action.
  4. Employee engagement which has emerged recently as the buzz word certainly has a significant role to play that impact the bottom line of an organisation. Thus it is essential for an organisation to focus towards understanding and to strengthen the organisational culture to promote employee engagement and thereby create a happy, healthy, and satisfied workforce.
  5. Employees of an organisation having a high-performance culture is aware of what determines success in their respective roles.

Incorporate Fun into the Cultural Fabric It has been observed that organisations with high performing culture incorporate engaging and fun activities with work.

This leads to lowering of stress levels, absenteeism, and turnover rate. Measure Culture In order to maintain a high-performance culture, organisations need to measure their progress along the way at regular intervals.

The specifics may vary from one company to another by what works best for each to achieve their objective of becoming a high performing organisation. In a collaborative working environment, employees tend to share, cooperate, and work in tandem with each other in a team. Companies which nurture a high-performance culture always encourage new and innovative ideas from every team member. These ideas shared by the team members are shared across the organisation. An organization with high performing culture is quite agile.

It promptly responds and adapts itself to opportunities. A high performing organisational culture warrants its employees to receive, send, and comprehend the necessary information. Employees of an organisation with high performing culture provide and support each other with the guidance and resources that they need to succeed.

Organisations with a high performing culture has a comfortable working environment where the employees have the necessary resources to be effective in the workplace. Employees of an organisation with a high performing culture take accountability for their actions. They also have the required freedom to take certain decisions about their work. Employees of an organisation having a high-performance culture is aware of what determines success in their respective roles.

  • Developing Strong Leaders A high-performance culture usually comprises of individuals who are keen to outperform;
  • The individuals who are in coaching roles usually take up the responsibility for their respective department and their overall performance;
  • The coaches ask questions to the employees and listen attentively; they also offer their observations, reflections, and suggestions and schedule debriefing sessions accordingly;
  • Organisations with a high performing culture has a comfortable working environment where the employees have the necessary resources to be effective in the workplace;
  • While having a uniform and high-performance culture across an organisation is a great idea, in reality, it is defined by how the employees behave.

They are also duly rewarded or recognised for achievements by the organisation. Mission and Value Alignment: Employees belonging to an organisation with a high performing culture comprehends, knows, and believes in the mission and values of their company.

The above-mentioned values are quite common in organisations which have a high-performing culture. These can offer you the required guidance, as you set to assess the culture of your organisation.

How to Get Started? Conduct regular surveys amongst your employees on the above mentioned ten values so that you can figure out the problem areas as well as the strengths. After you collect the feedback from your employees, ensure that you follow up and formulate a plan of action. Take measures to empower your senior leaders to represent the organisational values and cultural qualities, as they have a significant role in establishing a high-performance culture.

  1. Employees belonging to an organisation with a high performing culture comprehends, knows, and believes in the mission and values of their company.
  2. These ideas shared by the team members are shared across the organisation. There is a lot of scope for navigating the many breakdowns and pit stops along this journey.
  3. There is a lot of scope for navigating the many breakdowns and pit stops along this journey.

Employee engagement which has emerged recently as the buzz word certainly has a significant role to play that impact the bottom line of an organisation. All the ten qualities discussed above are found in the pillars of employee engagement.

Thus it is essential for an organisation to focus towards understanding and to strengthen the organisational culture to promote employee engagement and thereby create a happy, healthy, and satisfied workforce.