“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven’t found it yet, keep looking. – Steve Jobs.

Loving the job you do will give you that vitality and enthusiasm to succeed in your job. Those who love their job usually have less stress, anxiety and sick days. Instead they enjoy awesome amount of energy inflow. Its not as if those who love their job don’t feel tired, but the difference between those employees who love their job and those who don`t is that, those who love their job, when they feel drained and depleted, they dig into their energy reserve to get the job done.

Another difference is in the way a task is viewed, while the one who loves his/her job will view tasks positively, the other will view it negatively. But the question is, what has this to do with High-Performance culture.

High-Performance culture is a set of behaviour and norms that enables an organization to achieve superior results. From the definition we can see that behaviour and norms are key factors that will either enable superior outcomes or low outcomes.

According to experts, high performance culture can be achieved if only an effective performance management process, capabilities, as well as execution strategies are effectively put in place.

The management process, capabilities, as well as execution strategies should be effective enough to foster love for the job, because without the employees loving the job they do, they will not put in their very best. People who don’t love their job will jeopardize the entire process.

According to Lynne MacDonald “Employees naturally behave differently at work than they do in social settings, largely due to the structured organizational environment of business. A variety of factors influence organizational behavior, including the company’s structure, policies and procedures, management effectiveness and interactions between colleagues. All of these elements can inspire employees to work harder or contribute to disengagement. By understanding how to get the best out of your employees, your company can become more productive and competitive.”

From MacDonald, we can deduce that management is at the head of this process, if management fail to create and influence that atmosphere that will make the employee love the job, then they will grow to hate the job over time. Great managers create conducive environment where employees can work effectively and efficiently.

Csikszentmihalyi discovered that once you take on a task with a positive mindset and think of the benefits you can reap from completing this project, your work is more likely to happen in a steady, concentrated flow. Being in this state of mind means you will be highly focused and fully absorbed in the task at hand, just as you would be while doing something you really enjoy. Being able to fully devote yourself to a task and give it your all will make you more productive and knowledgeable, leading you towards success at work.

How to build High-Performance Culture?

Now that we know a little about high performance culture. Let’s talk about how to build one for your organization.

The following suggestions can help but they are not to be followed in the following order;

  1. Communication and Collaboration: High performance culture should foster an environment where employees can communicate freely with each other, seek feedback and receive feedback that will help them evaluate their performance and increase performance. They should be supported and trained on the job. Subordinate should be able to relate difficulties with supervisors.
  • Suggestion Box: A system where employees can suggest ideas that will lead to increase productivity and innovation. A forum where everyone is heard and each person`s idea is seriously evaluated and considered.
  1. Well-being: The culture should promote the overall well-being of each employee, the physical, social, mental, emotional and spiritual environment should be conducive for every employee irrespective of his or her behaviour and norms prior to entering the organization. They should have all the resources they need to effectively and efficiently do their job.
  2. Responsibility, Report and Performance Measurement: Responsibilities should be well spelt out and understood, there should be a reporting system, so that employees can be accountable for their responsibilities. Reports must be timely and accurate, or it ceases to be a report. With the aid of effective reporting tools, performance can be evaluated and improved.
  3. Vision, Mission, Goal, Objective and Plan: Employees should know, understand and internalize the vision, mission, goal, objective and plan that will foster superior results.

The list is not exhausted, be flexible and innovative and you will discover that there is no one best way to getting things done but that situation can also determine the cause of action.

Once you have successfully created this High-Performance culture, the next thing to do is to maintain that culture that works best for your organization. And there is not better tool to use than consistent Follow-up. This will help you to maintain that culture and evaluate opportunities for improvement.

Thanks for reading, please leave a comment below.

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