How to develop culture of conviction among employees?

Importance of Culture of Conviction

For a company to meet its goals, it is necessary to alter the perception of the people to abide by the rules through conviction rather than compliance.

Owners, managers and corporate executives are increasingly working hard to define policies and rigorous procedures, as they believe there are errors that are gestated by its employees, which seek to control and limit their participation. However, in reality, the people who follow these rules, and by not having a clear understanding of them and have no real conviction to follow, do not align with the requirements of the company.

Thus, it is important to know that no rule guarantees us the result we want if we do not engage staff in their development and ensure they perceive their value , because, ultimately, it is the person who decides whether or not to comply; why it is important to work with people to create a culture of conviction, rather than rely solely punitive culture of compliance.

Thus, I list below …

6 tips to generate a culture of conviction

1. Create committed relationships within your organization

Committed relationships between people involved with the company, its procedures and policies are the basis for high performance. It is essential to work constantly to ensure that this relationship is genuine and committed through continuous spaces for people to be able to create and recreate this relationship, resolving conflicts that are emerging and recommit to the success of its employees, the company and business as a whole.

2. Actively involve people in the process of engagement

Confucius, the great Chinese philosopher, said, “tell me and I’ll forget, show me and I may remember, involve me directly, and I’ll do mine.” Thus, it is necessary to involve staff directly in the definition of policies, processes and procedures of the organization to achieve the desired result. When they are involved directly they will realize straight away about the rules. The goal is for people to grasp the value to follow, that will alter their perception positively..

3. Creates an environment of consistency

Nothing serves to establish a rule, procedure or policy if in a moment of urgency or pressure, the chief orders his subordinates to skip them, this will send the message that the rules do not really matter. It is very important that the leaders of the organization are an example of steadfast leadership with respect to the cultural and operational rules of your business.

4. Resolve and report any deviation from the requirements set

In those rare cases where it is necessary to alter a requirement, it is extremely important to widely communicate the amendments, under which circumstances and who is authorized to make this decision.

5. Constantly review processes , policies and procedures of your company to make sure they’re current

A constant revision and adaptation of them will help you keep updated and to create the perception that they are useful and consistent with the current reality.

6. Creation of good working environment

Create and maintain a work environment of genuine interest and care for the welfare of your employees. Creating a culture of compliance rather than conviction, it is necessary that people perceive that policies and procedures were created to support them to do a good job, in their welfare, in addition to achievements for the company; Otherwise, they will just follow the rules when they feel threatened rather than having any belief in them.

To create a culture of belief, it is necessary to alter the perceptions of people, because if it is not addressed, they continue to take the same action. In essence, any employee has the interest of violating policies and procedures, and if so, it’s usually because they believe that they do not make any sense. To generate a culture of conviction, it is necessary for them to grasp that these policies, procedures and rules are there to help everyone, including them.

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