If a good word to describe how you’re feeling is “dread” it’s a signal.

Either you’re in the wrong position or your workplace culture needs a tune-up.

Often, well-meaning managers move great employees to new positions because they assume if they’re great at one job, they’ll succeed at anything.

It’s hard to be good at anything when you’re miserable doing it.

Lisa had been an "Employee of the Month" in her previous role interacting with the public. She was “promoted” to a more managerial position with a hefty increase in paperwork...and wilted.

Soon, in leadership meetings we heard rumblings that “Lisa’s just not working out…”

This wasn’t Lisa’s fault! 

Fortunately, without being made to feel a failure, she was moved back to where she fit best and was once again receiving rave reviews.

If you are the Lisa in this story, I hope you feel you can have candid conversations with your supervisor.

Sure, we all have to do tasks that don’t thrill us, but if we can work in a role that aligns with our strongest skills, we’ve got a better chance of minimizing the Sunday scaries.

But what about culture?

It has been said that workplace wellness is revealed by how employees feel about going to work.

"Rah-rah” activities or even financial incentives are just band-aid solutions to deeper problems.

Employees want to feel truly seen and heard.

In all of the organizations I’ve worked with, four basic needs should be met to create a healthy workplace culture: CARE.

Communication

Dismantling silos and “whisper down the lane” keeps everyone aligned with priorities.

• All Hands On Deck meetings are a great, monthly tool to ensure everyone is getting the same information
• Two-way communication is critical, because listening is just as important as speaking. Do you feel comfortable approaching your supervisor without fear?
• When was the last time an anonymous employee survey garnered candid feedback? And was the loop closed with action items to make the workplace better?

Appreciation

When you notice what’s good, it encourages more of the same.

• People thrive in an environment where they feel valued.
• When expressing appreciation, be specific and name names!
• Seek out opportunities to acknowledge jobs well done and good attitudes.

Appreciation is the fuel of a healthy workplace culture.

Respect

At the heart of respect is treating people the way you’d want to be treated. So how does respect show up in the workplace?

• Trusting that someone can bring their unique talents to a situation and get the job done without micromanaging
• Using a tone that is non-judgmental or condescending when coaching or instructing
• Embracing diverse ideas and welcoming feedback

Stephen Covey said it best: “Always treat your employees exactly as you would like them to treat your best customers.”

Expectations

If goals aren’t clearly defined, you never have the satisfaction of knowing you hit the mark.

• Good employees want clarity about expectations and won’t mind being held accountable to them
• Do you know what good looks like? How about great?
• Are core values alive and well in your organization and do they trigger coaching and praise?

What’s that?

You don’t have core values? (Or maybe you do, but they’re so irrelevant they don’t apply to daily work?

Here's what's great about core values: If consistently applied, they weed out bad employees.

Which makes life happier for the good ones.

Vici Communications LLC has a proven Culture Program that starts with the basics to improve morale and make a happier workplace.

We first institute and help the organization build an agenda for a monthly All Hands On Deck (AHOD) meeting, infused with good information as well as appreciation.

Next, we deploy an anonymous survey that includes four basic questions:

• What should we keep doing?
• What should we stop doing?
• What should we consider doing?
• If you were writing our Core Values, what words would you use?

The answers are sometimes harsh, often creative, always insightful, and help to craft a foundation that the employees themselves built.

We conduct a leadership team summit to develop action items, then report back to the entire organization the results and takeaways.

The core values THEY wrote become house rules that help turn the ship.

No, it doesn’t happen overnight, but if you don’t start, it’ll never happen.

If you’ve got the Sunday scaries and the temperature at your workplace borders on toxic, schedule a visit to discuss how Vici Communications LLC can effect change.

After all, you spend one-third of your life at work.

Let's make it better!