Building a Strong Culture: It All Starts With Positive Leadership

     

It’s no surprise that positive workplaces can help contribute to a whole host of beneficial results, from better health to greater productivity. The challenge that many companies face is how to go about creating a more positive and human-centered workplace.

It’s often a goal that requires walking on a fine line between promoting a positive culture and ensuring that positivity remains authentic and unforced. For many leaders, it boils down to one of the core questions behind a recent New Yorker article “Can you actually create positivity by mandating it?

The short answer, after reviewing the available research, is a qualified "Yes."

Creating positivity by calling attention to it

Leaders can create positivity, but not through generalized policies or broad directives. Instead, it needs to be fostered through calling attention to authentic and specific examples of leaders and co-workers bringing positivity to their own work and work relationships.

The cumulative power of these moments, amplified through social recognition, can help drive a culture of positivity and ultimately, working human.

What makes this approach successful is striking the right balance between establishing expectations while allowing for individual flexibility in how to meet those expectations. Past research, for example, has found that rules or norms in this middle area are optimally effective – neither too vague to hamper action, nor too prescriptive to be demotivating.

Social recognition hits that sweet spot.

At a company-wide level, it provides a shared framework that aligns expectations behind a set of core values. Within each unit or location, leaders and co-workers are empowered to recognize the specific behaviors that are locally relevant but still deliver upon those shared expectations. The combination captures the unique way each person can contribute to the purpose of the overall organization and find meaning in their work.

Connecting a positive culture to the bottom line

An additional benefit stems from the collective awareness that is created by those recognition moments, of the number of different ways that employees have brought positivity into the workplace and been recognized for their contributions. Rather than forcing a single model that may not fit everyone’s personality or style, employees can see how their own personal approaches to positive work can fit into the same overall culture.

Finally, social recognition can help connect this positivity to the bottom-line, ensuring that employees are motivated and energized to contribute their best selves at work, living the core values that drive the organization forward.

What does your organization do to help you bring more positivity to work?

Editor's note: Measuring positivity or what makes for a stronger company culture can be challenging, but Checkster can help with a 360 Checkup tool that gives you the kind of actionable feedback you need to make it happen.

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About The Author

Derek Irvine is one of the world’s foremost experts on employee recognition and engagement, helping business leaders set a higher vision and ambition for their company culture. A renowned speaker and co-author of "The Power of Thanks," Derek is also Vice President of Client Strategy and Consulting at Globoforce, where he leads the company’s strategy and consulting division. In this role, Derek helps clients — including some of world’s most admired companies such as P&G, Intuit, KPMG, and Thomson Reuters — leverage proven recognition strategies and best practices to proactively manage company culture, elevate employee engagement, increase retention, and improve bottom-line results.