HR Question: Changing the culture

by a searcher

2 years ago

I would like the community to provide some feedback on how they have successfully changed the culture/work ethic within the organization. Naturally, I would like my employees to be more focused, and yes, work more hours. In the absence of dangling a financial carrot in the form of higher salaries/bonus, and especially in this work-from-home-whatever-goes office culture, what strategies have worked? I'm afraid "leading by example" is not yielding any results. 

I understand the lower middle market, perhaps doesn't always attract the best talent pool, but how does a motivated operator maximize employee productivity, increase the accuracy of operations, and motivate employees to not simply clock out at 4:30 PM without pursuing the hard-lined, rules-based boss approach?

4 likes
181 views
20 comments

searcher from Babson College - F.W. Olin Graduate School

Without knowing your specific industry, I would simply answer "good leadership and hiring practices." This may sound basic, but simply blaming the talent pool by saying "I understand the lower middle market, perhaps doesn't always attract the best talent pool" is a mediocre excuse IMHO. It's always going to be tough to attract the best talent for any small business with normal budgetary and operating constraints. However, those limitations can be overcome by aspiring to provide inspirational leadership and actively working to help your employees become *better* (subjective). By showing you care and putting effort into their development, you will almost certainly get more out of them. If your employees appear to lack inspiration, find a way to motivate them based on their individual personality (this takes nuance and patience). Doesn't mean you have to be their best friend - but you should show them you care about their professional development. Everyone wants to feel valued in their job and many want to see that there is some sort of upward mobility/reward if they do great work. Even the most hard core 9-5ers want to feel appreciated and that their work matters. If you hire someone and let them languish without coaching/regular feedback, motivation will usually wane. Some times you hire the wrong person for the job. It happens; and when it does - exit them as fast as possible once you realize they aren't going to improve. When you hire new people, always set firm performance expectations up front so there is no misunderstanding as to what is expected. - Note* this feedback is coming from a fellow small business owner and former Marine Corps NCO perspective.

2 years ago | like reply | 1 like

searcher

Thank you, SF community, for all the feedback and suggestions. As motivated operators ensuring the culture aligns well with the goals of the company is extremely important. As many have indicated on here - understanding what motivates the employees to be their best and brightest is the first step in the process....As Peter Drucker once said "culture eats strategy for breakfast".

2 years ago | like reply | 0 likes

More on Searchfunder

Just Closed on My First Deal! Reflections and Takeaways for other Searchers

45,152 transactions are available on Searchfunder (now searchable by keyword)

Now everyone has unlimited IBISWorld access

Family office looking for traditional searchers

Examples of self-funded searcher websites

What are market terms for Seller Notes?

2 Best Ways To Find Motivated Sellers, Off-Market Deals

Sorry, but you are a broker's worst nightmare ... and how to fix it

Searchfunder is an online community and toolkit for searchfunds. Over 80% of those involved in searchfunds maintain a Searchfunder.com account to help them network, problem solve challenges, and keep up with the industry.

We maintain partnerships with database providers that make searching more effective, efficient and affordable along with features that help searchers find deals and investors and vice versa.