Every company is unique – and therefore faces unique challenges. Better linked provides you with targeted support. Whether it’s new forms of leadership or shaping a changing work culture, we have practical solutions and support you in their implementation. Make your company fit for the future now!
The ideal corporate culture should not be arbitrarily interchangeable. Templates and templates are therefore no help here! Instead, the values on which your corporate culture is based must be formulated together and then implemented and lived on a daily basis. Is this already the case in your company? And is there agreement on why certain things have to be done and certain decisions made and what is to be achieved with them? Only under these conditions is corporate culture tangible and a genuine value that gives your employees security and trust.
What’s more, time does not stand still. Corporate culture must therefore constantly evolve, adapt and, if necessary, take countermeasures. This is especially true when the first toxic tendencies become apparent. Have the courage to intervene at an early stage. However, this requires good contact with the base. Only if you know what really motivates your employees can you decide where action is required. The following information is particularly important: which core values and certainties are really important to your employees and which rules of cooperation can be derived from them. You then need to combine this theoretical knowledge with concrete measures and shape the culture of your company – again and again. Essential factors that should always be kept in mind: Working atmosphere, communication and resilience.
What actually makes a good working atmosphere? And how can it be created? The answer to this question can ultimately only be answered individually, i.e. in relation to your company. However, the following indicators provide a reliable indication of the current situation in your company and allow you to make an initial assessment:
Are your employees intrinsically motivated? Do they enjoy coming to work? Do they feel they are making a meaningful contribution?
Are the “rules of the game” clearly and openly communicated to everyone? Can people contribute their own suggestions and ideas? Can criticism also be voiced?
Are mistakes “allowed” to happen and even be admitted? This is by no means a matter of course! However, dealing with mistakes in precisely this way is essential. After all, processes can only be improved if your employees are confident that they can point out weaknesses or are even encouraged to do so!
Do you offer your employees a framework that enables personal growth and individual development? Is there an internal exchange of experience? Is knowledge consciously cultivated and shared together ? This also includes regular feedback. Do these take place regularly in your company or do they only appear on the agenda once a year? Your employees can only perform at their best, if they know where they stand. Support them in this!
How “fit” do you rate your company – both on an individual level and in terms of teams? What is the general level of resilience? What are you doing to preserve and promote the resources of each individual at ?
Corporate culture thrives on communication and mutual exchange. However, a dynamic culture can only emerge when everyone understands what the corporate culture is all about. What values and guiding principles have been incorporated? What do these mean in concrete terms for the individual? How do they become tangible in the company on a daily basis? This can only be communicated through constant dialog!
A living culture also means dynamism and change, reacting flexibly to changes and readjusting to changing needs. This is only possible if you know the exact situation of your employees. Therefore, open up the conversation and actively involve your employees in bringing the culture and climate to life on a daily basis. This also creates scope for personal responsibility and self-efficacy.
Crises are always associated with uncertainty, stress, anxiety and the fear of losing control. On the other hand, we can observe time and again that crises really weld individual teams together and unleash enormous strength. How is this possible? The more uncertain times are on the outside, the more important stability and security become on the inside. If you succeed in creating such a framework, you create cohesion and prevent entire departments from falling into a problem trance or completely distancing themselves internally.
The prerequisite for this is credibility and transparency. Information, the feeling of being heard and trust in the reliability of decisions are key building blocks for successful crisis management and form the basis for new growth.
As an entrepreneur, you have to react quickly to changes in the market. Change and transformation are constant companions today. Especially when the economy is stagnating, company management is also associated with difficult decisions. If you have to cut staff or even completely reorganize your team, this has far-reaching consequences.
Uncertainty, worries about the future and constant stress are just some of the consequences. These may not have an immediate impact on the company’s success. In the medium to long term, however, they leave deep scars and lead to increased fluctuation and rising sickness rates, weaken motivation and damage team spirit. You can prevent these developments! Take action before the negative consequences of a transformation process become clearly visible and actively strengthen the resilience of your teams during the change process.
Why is it important that people enjoy coming to work?
Leadership is not a part-time job. What this means for the basic workload is clear to everyone: anyone who aspires to a top position is usually prepared for long working days at the same time. But what happens during this time? The weighting of tasks has changed fundamentally – at least in companies where real leadership is supposed to take place instead of mere management.
In addition to full attention, this form of leadership requires above all excellent communication skills: As a leader, you are required to act as a sparring partner, mediator, mentor and coach. In addition to business success, your focus is primarily on how your team is doing and how you can create the best conditions for a cooperative working environment. To be able to implement this successfully, however, you must first recognize and understand in detail: what stresses your team is under, how you can increase the resilience of your employees and how you can implement processes and projects with a good work-health balance.
In a dynamic working environment, stress is unavoidable – whether due to external market requirements or internal changes. However, permanently high demands without sufficient relief not only endanger the health of your team, but also the future viability of your company.
New Work means creating structures that keep performance and well-being in balance. Rapid adaptability requires resilient, motivated teams that remain productive in the long term. Instead of just reacting to acute bottlenecks, a preventative strategy is needed to cushion stress peaks and promote resilience in a targeted manner. In concrete terms, this means identifying and eliminating stress factors before they lead to excessive demands. Targeted management of challenges to maintain performance and protect team resources. Relieving particularly stressed employee groups to ensure sustainable productivity. Actively promote resilience in order to address the causes, not just the symptoms.
We will be happy to answer your questions and advise you on the individual application possibilities in your company. This works best in a personal exchange! Contact us now for a non-binding information meeting, by phone, via Zoom or on site at your company.
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