Five Innovative Ways To Build A High-Growth Business Culture
One of the vital things about running a successful business is growth, without it you stagnate or contract.
Obviously, this is the opposite of what you want your business to achieve, but it can also have a negative impact on the company culture as well as bottom line figures.
One of the best ways to increase productivity and get your company excited from the ground up is to build a high growth business culture.
By doing so, you can empower your workforce to be energized and take ownership of the high growth business strategy that you’re trying to instill.
In this blog post, Trevor McClintock talks through five innovative techniques to nurture a high growth business culture within your business.
1) Clear, concise messaging
Any good company culture starts from the top; you have to lead by example.
To do this a good starting point is to sit down with your board and senior management team and decide the founding ideals behind your company.
Once you have a good idea about your principles, create a list of mantras and filter them to every asset the company has.
To develop a high growth business culture within your company you cannot afford to sacrifice transparency for hierarchy.
Hierarchy is a necessity within a business, but that doesn’t mean that your entry level employee should be reticent about approaching the CEO, or should be unclear about any of the company values.
It stifles creativity, productivity and creates a barrier between you and your employees.
3) Create a safe environment to take risks
There is no growth without risk.
As a manger or company owner, it needs to be your job to create an environment where your employees feel safe enough to take a certain amount of risk.
You should not be concerned about minimizing risk taking, you should be focused on making sure everyone understands the importance of taking risks.
Once you have communicated this, it’s your job to define what is an acceptable level of risks for your employees to take.
To do this, you need to have first encouraged a transparent sense of hierarchy, ensuring any employee can approach you with a risky idea.
4) Create a culture of continuous learning
Much of personal and professional growth can be attributed to continually learning, without it we wouldn’t have many of the businesses that we have today.
There are various ways to incorporate this into company culture, start small with incentives and work your way to a fully fledges personal development program with promotions and rewards as part of the scheme.
By building a thirst for knowledge and advancement as an intrinsic company value is vital to the development of your team and your company.
Many people ask, “What if we train our employees and they leave?”
The better question is, “What if we don’t train them and they stay?”
5. Consider Physical Space
Contrary to the vast majority of current office design, there is ongoing research that suggests that open plan offices are detrimental to productivity and work output.
When looking at your office, you should consider creating safe spaces that can house single people that would like to work alone.
According to the TED Talk by Susan Clark, up to half of the population are categorised as introverts, and therefore require this space to ensure that you’re getting the most out of them.
This may seem contradictory to some of the above points, but it should not impact on the transparency and continual learning, it’s more about creating an environment so that all types of employees can thrive.