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The building blocks, and the effects, of a high performance culture for your business

Posted by Nicky Hawkins on Nov 13, 2019 2:30:00 PM

The Building Blocks, And the effects, of a high performance culture for your business

Few other business terms are so often used, yet so poorly understood and applied, as 'culture'. Your company culture has a profound effect on the performance of your employees, the engagement with your customers, and, ultimately, on your bottom line.

Download our Best Practice Guide To Performance Management now!

It is often said that people make the culture, and this is true to an extent: you, as your company's chief strategist, are responsible for formulating the culture and guiding your colleagues in living and breathing it every step of the way. To help you with this daunting task, there are excellent software applications, such as our Strategy and Performance Suite, which let you track and measure your company's performance more effectively. Before you get into performance tracking, however, you need to be clear on what performance culture entails, and how you can implement and promote it.


The elements of performance culture explained

Your company culture is the rock upon which your business future is built. It spells out how prepared you are to meet the challenges of an ever-changing global economy, technological leaps, and rapid demographic shifts. The only way to consistently hit all these moving targets and ensure high performance and growth, is by creating a strong team and empowering each member to contribute to the company's well-being. This is what performance culture is about. The milestones are:

  • Making change your constant setting: as manager and strategist, you need to set the tone for innovative, outside-the-box thinking, that delivers clear results.
  • Fostering a strong team spirit: a sense of belonging, satisfaction, and motivation are invaluable to performance culture. Keeping your employee turnover low and encouraging individuals to stand up for each other and support each other's decisions and tasks, are key to continuous growth.
  • Encouraging decision-making initiative and accountability: once you assemble a good team, encourage people to make decisions they believe in, and hold them accountable for those decisions. Offer praise for good initiatives, and work through sub-optimal situations in a constructive manner.
  • Striving towards continuous improvement: a good company lives its performance culture on a daily basis. There is no end to how much improvement can be attained. There is always room for trying new performance-optimisation tactics.

With each of these elements in the mix, your company's performance culture will be well-secured. But what are some good ways to achieve strong performance in each of these avenues?


Strategies and measures for driving performance culture

Fostering a performance culture starts at the top of your organisation and involves you formulating and visualising your company's values on a regular basis. To set an example, and to promote proactive behaviour, highlight instances of employee thought-leadership, and decision-making initiatives, that embody your desired performance culture.

Since people perform at different rates, and go from various levels of readiness, promote a
consistent behaviour model that underscores inclusiveness, self-direction, and an ever-deepening personal stake in the company's growth. Create opportunities for individual employees to shine, to outgrow their personal boundaries and to outdo themselves. Always make sure to instil performance culture in a dialogic manner, taking cues from the room, instead of only dictating visions and actions from the top.


Track the development of performance culture easily and accurately

You do not have to go on the journey to a strong performance culture alone contact us for a demo of our Strategy and Performance Suite for a comprehensive overview and see what you stand to gain with our proprietary efficiency and benefits calculator.

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Image source: Unsplash

Topics: Performance management, People Management

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