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#InsightThursday - The Good, The Bad & The Ugly

11-Jun-2015 15:00:00 Leadership Motivate people
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What's The Culture In Your Organisation?

Strong leadership is key to building any organisation’s culture. However, central to keeping the momentum of maintaining and improving this culture are its people. While a leader may believe their culture is one to be proud of, if the people don’t believe it will they really embrace it? Many organisations fall into this trap and the negative morale that follows often results in failure of a project, high staff turnover, lack of engagement, lack of excitement and increased complaints.

As you’ve probably guessed, today’s #InsightThursday feature will focus on company culture. How do you build one? How do you ensure it’s a culture that everyone can be proud of? Can you do this while also keeping employees engaged? What are the negative tell-tale signs you should look out for?


Team morale is extremely important when it comes to organisational culture. The emotional and mental condition of an individual or team, whether good, bad or indifferent, has a significant impact on organisations’ ability to successfully execute their mission.

Organisations with high team morale are often likely to see higher productivity, better results, lower turnover and sick days because their workforce is more engaged and happy. Because positivity spreads, attracting and retaining the best talent becomes a much easier task.

Many organisations like Google have the best of the best workforce, and that’s because everyone has heard about the perks of working there.

What makes a great company culture? Inc believes these 7 Elements are a must for creating a great company culture:

  1. Trust
  2. Team building
  3. Cool workspace
  4. Freebies, including fruits, lunch, merchandise
  5. Personality- and creativity-based hiring, opposed to only skill-based hiring
  6. Encouragement of growth and ownership
  7. Communication

But what about smaller organisations with limited funds? Competing against organisations like Google, named on Glassdoors’s best places to work list 2015, might seem impossible, when in fact it’s really not. Building an awesome company culture isn’t always about spending lots of money. You need to make your organisation a place where people love to work.

What contributes to a bad morale and what can be done to combat it? Identifying how bad habits might sneak into a team seems a good place to start when addressing an organisation’s morale issues. Has Passivity Crept Into Your Team? . Do any of the points raised in this article sound familiar? As the author mentions, being passive and not acting on certain matters could harm your company culture eventually.

What can be done to boost employee morale? Here are 5 ways to quickly boost employee morale:

  • let your employees have a voice
  • give credit whenever appropriate
  • facilitate team building
  • allow flexible working hours
  • offer the chance to participate in charity initiatives.

Many of the aspects are supported in similar articles like these from HR Grapevine and Business Locker Room

The question is: are these the best ways to motivate and boost employee morale? Yegor Bugayenko thinks not, he argues against these traditional techniques in his article Team Morale: Myths and Reality.

What about measuring happiness within a team? Here’s an interesting article written by Scrum Master Christiaan Verwijs on how he thinks agile teams should measure team morale.

In truth what all of these articles have demonstrated is that there is no right or wrong way to create a company culture to be proud of. What is right for one organisation may not work for another, as we say - One Size Does Not Fit All. Communication though is key.

Share your experiences with us: Are you proud of your company culture? Has poor team morale had an effect on you? What did you do to change this? Who do you think is responsible for a team’s morale? We’d love to hear your thoughts.
And don’t forget: if you’re currently trying to improve your company culture but are struggling, Radtac Culture can help. Learn more about how to evolve your organisational culture here.


Jo Sharp

Jo Sharp

With a determination to succeed and great enthusiasm, Jo’s dynamic approach fits perfectly with her role as Training Manager in our busy Training Team. Jo joined the Team in 2013 when she began her own Agile journey learning, understanding and applying Agile principles and practises developing and adopting the company's Agile mindset. If you're new to Agile or considering undertaking additional training Jo would be happy to share her own experiences and support you in your Agile transformation. Read more