Delivering for Best-in-Class Wholesaler-Distributors
July 15, 2019  |  ByGeorge Pattee, NAW 2019 Chairman of the Board

How do you enhance your company culture? I believe that developing a culture is the most significant effort a business leader can do to grow his or her business. Coming from a sales guy, an operations manager or a financial mind, each may have differing answers.

The conclusion each would have is that nothing can happen, and customers can’t be well served without a committed and included base of workers. And, those workers need to feel engaged, satisfied and part of a successful team that has a shared vision and a set of short-term goals the workers understand so they can clearly see how they contribute to their company’s success.

The purpose of this is to challenge you and to establish and communicate a living culture where employees want to work, thrive and stay employed for a long time. Some of you may ask, how do I do it, where do I start?

Let’s start by talking about the fundamentals of what makes a successful culture. Here are five questions to address:

  1. Can you articulate your company’s vision and strategy?
  2. Do your employees understand their role in your company’s success?
  3. Are they trained to properly execute on what is expected of them?
  4. What is the personal development program for them? Do they agree with it?
  5. Do they feel included and part of the team?

Let’s explore each.

Vision and strategy start with the leader’s perspective on a mission that has a competitive advantage that is hard to duplicate and creates barriers to entry for competitors to copy. What is your competitive advantage? Once framed, carefully defined and simply articulated, it’s time to bring in a broader team of managers and employees to generate “buy-in,” improve the message and begin execution.

After the mission is accomplished, employees need to know what they do each day to allow your company to win. When your company wins, they win too! Then the entire organization “sells” the idea to all stakeholders with an explanation of what they personally get from this successful relationship. Not everyone can be the “boss,” but everyone must understand their role to have a successful business venture. The better this is accomplished, the greater chance of success for all.

While knowing how to do your job is imperative, how you work within the system is what separates good companies from others. If I perform my role inaccurately or behind schedule, the rest of the system breaks down. Think of an assembly line. Things that happen before you and after you bog down if you don’t perform what is expected. Not only does the process slow down, but customers get disappointed and potentially look for a new source of supply. Training goes beyond the task at hand. It needs to include all aspects of the business and the entire system.

When hired, employees want to know what is in store for them as they progress through their careers. If they work hard, what are their chances for advancement, personally, professionally and financially? What skills do they need to succeed? Employee retention starts with the right culture, the right development for growth and proper performance management discussions between employees and managers so that both can communicate, track and document the quality of employee performance. These discussions should take place often — through daily feedback and at least semi-annually for more in-depth analysis and formal tracking to goals.

“Inclusiveness” is defined by LinkedIn as: “An inclusive workplace is a working environment that values the individual and group differences within its workforce. It enables a company to embrace the diversity of backgrounds and perspectives of its employees, which, in turn, increases their talent, innovation, creativity and contributions.” An inclusive environment is one that is welcoming to conversation, debate and sharing of information so that all employees feel included and in the know.

This concept is widely accepted by company cultures that want to empower their employees and allow them to achieve greater heights, at work and at home. Is that the type of company that you want to build and be proud of? It all starts with you and your management team. At a time in the business cycle when good employees are hard to recruit, retention and job satisfaction are critical. Companies need to do all they can to increase productivity and develop a culture where employees thrive, succeed and have fun in their business lives. I encourage you to make your business a place where employees can achieve their dreams.

All the best.

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George Pattee

George Pattee

George Pattee began his professional career in October of 1972 at Parksite, starting in the warehouse loading and unloading trucks. Over the years, he has experienced every role within the Parksite organization, and 47 years later he leads the company’s Board of Directors as Chairman. George helps guide Parksite in strategy development and execution. After more than four decades of providing the building industry with game-changing products, Parksite—100% Employee Owned—has flourished into a thriving enterprise with more than 650 associate owners.
George Pattee

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