Sharing, passive, aggressive... Yes, those are the types of internal cultures that prevail in today's society. And who creates the atmosphere? Employees are perhaps the core of productivity, sales and the company growth. However, let's be honest, managers have an impact on one of the key parts of business - culture. So what is your contribution? The Business Matters website has published an article which identifies different types of corporate environments that are mainly created by managers.
1. Fading culture
This type of internal environment is a sign of inactive employees who passively work against any proposal or action of management. The opinions or feelings of the staff remain unspoken, and it could even seem that they do not have any. This type of culture is most prevalent in smaller companies where management has a very specific and often fanatical vision about doing business, and the employees are only tools for its execution. No input is expected from them.
2. Sulking culture
This type of culture is often falsely understood as passive. However, the opposite is true. Under the cover of passivity lies an increasing aggressiveness, which employees are afraid to express. This leads to classic passive-aggressive behavior manifested by sarcasm and mocking others. Such behavior hinders the overall productivity of employees who gripe when communicating with each other or refuse to work together on projects.
3. Shouting culture
A corporate environment with a name like this is certainly not friendly and optimistic. Nonetheless, this type of aggressive culture appears to a lesser extent in companies too. An example of a shouting environment is teams in the trading department of investment banks. This behavior is rare, and although it might encourage some to be more active, it is rare that somebody who is shouting wants others to shout back at him.
4. Sharing assertive culture
This is the culture that perhaps most businesses desire. Openness, friendliness, deference toward others, but no manipulative behavior. A communicative culture is difficult to build and the hardest to maintain. However, it is worth it, because unlike the others, it will provide the company with long-term good health based on well-functioning communication.
Why is it so hard to build a sharing assertive environment?
For many people, it is easier to find an excuse to avoid responsibility. But if managers fail to lead by example and build respect with their decisions, they do not even achieve a similar effect with their own people. Another factor is stress and fear of losing control of the situation i.e.,allowing someone else to take the reins. Stress is the major factor in creating an environment of poor communication. The problem is not resolved the first or second time, and suddenly you face a conflict influenced by repressed emotions. Some managers also fail to restrain their passion. Passion has to be pure inspiration, not a tool for trampling all over people .
Suppressing conflicts is also not healthy. Absolutely not! Managers, on the contrary, should encourage employees to assertively express their (even opposing) opinions. In fact, an open culture is based on conflict and negotiation, and takes the best from everything.
One thought at the end. If the strategic management of the company is one big arrow straight ahead, then employees are small arrows inside that big one. However, if each is pointing in a different direction, then strategic progress straight ahead is impossible.
-bn-