When things go wrong in the office...
Building and maintaining a good Culture is everyone's responsibility.
[#29]
[Disclaimer: Things discussed here may or may not apply to you, or to your workplace.
As a trainer and a facilitator, I share some prominent issues, aimed to help by resolving tensions among people.]
As employees, we often find office rules too strict.
These rules cover everything from dress codes to entry and exit times, breaks, holidays, and more.
Some rules, like not eating at the work desks or having specific dress codes, can seem unnecessary.
But, let's consider the employer's perspective for once.
The person who built the company likely wanted freedom from micromanagement and aimed for an open office culture.
People leave managers, and maybe the founder had similar issues too, with his last job.
Maybe he/she even succeeded; for a while, by allowing their team to live as per their wishes.
Their friendly approach earned them love and respect from their team.
They were very approachable at all times, and ready to help the team out with anything.
The leniency seen here was unmatched, and therefore, loved!
…
But soon, these freedoms started being taken for granted.
For example:
- The team showed up whenever they wanted, because the boss didn’t mind…
- They took a leave whenever they felt like it, knowing the boss cared for them.
- They delayed handling critical client issues because the boss was friendly and lenient.
These actions accumulated over weeks, months, or even years until the founder realized that his "trusted" team wasn't the right fit anymore.
And then what?
.
.
.
Assume you’re in his position today.
What options do you have?
If you decide to confront and end such crucial problems, they might call you ‘rude and arrogant’.
If you check on them to serve the customers properly, you’re labelled as a ‘micro-manager’.
If you share the importance of being disciplined and punctual, you might become a ‘control-freak’ in their eyes.
When you realize the significance of a good culture, some responsibility also comes along with it.
Can you simply exist at a place and enjoy its best parts, without paying attention to what needs improvement?
This is impossible even in our own homes!
Often we come across people who don’t really know what to do or how to contribute positively.
This is a good confusion, because it is constructive.
Such people can help you build up, and tackle problems.
They’re prospective assets!
They just need help with their priorities.
When the tide turns, a good employer will try to keep all such people with him, because he knows they’re gems.
They helped (or at least tried) to help him when he needed it.
P.S.
This is simply to share experiences, from some fellow employers and founders, who often try their best to facilitate their teams, but get blames and accusations in return.
Be an asset to your team.
If you can’t contribute there, change the team or change your demeanor.
But never, never ever, pull others down!
Rise, by Lifting Others!
See you next week!