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What Sets the Best-Run Organizations Apart: A Recipe For Success



In today's rapidly evolving business landscape, organizations must constantly adapt to remain competitive and relevant. The best-run organizations recognize that success isn't just about the bottom line; it's about fostering a healthy and vibrant workplace culture. Gallup has uncovered that these organizations excel in several key areas that set them apart from the rest, enabling them to thrive in an ever-changing world. Let's delve into what these organizations do differently.


1. Build Trust in Leadership through Value-Based Decision-Making

Trust in leadership is the bedrock of any successful organization. The best-run organizations prioritize building this trust by consistently making decisions that align with their core values. When leaders make choices that reflect the organization's values, it sends a clear message to employees that they can rely on their leaders to act with integrity and authenticity. Accountability for behavior that is in conflict with these values is imperative. If those with power lead by example it will foster a positive workplace culture, encourage innovation, and inspire commitment.


2. Embrace Flexible Work Environments while Planning for the Future

Flexibility in the workplace is no longer a perk but a necessity. The best-run organizations recognize the importance of flexible work arrangements to accommodate diverse employee needs. The benefits to women in the workforce are already apparent with the shift to increased flexibility. Working mothers of young children are leading a charge that has shrunk the gap in workplace participation between men and women to record low levels. Pay disparity between men and women is also at an all-time low and flexible work arrangments are helping to fuel this shift. Millennials and Gen Z employees actively look for flexibility when searching for jobs. To compete now and in the future, organizations must be thoughtful about how they approach flexible work arrangements and build collaborative teams. To manage this, organizations must evaluate the amount of collaborative work and partner with employees to create a flexible working arrangement that supports the individual, the team, and their customers. This forward-thinking co-created approach ensures that the organization can adapt to changing circumstances and remain resilient.


3. Take Employee Well-being, and Mental Health Seriously

Employee well-being is a cornerstone of success for top-tier organizations. They go beyond just offering health benefits; they actively promote mental health and work-life balance. They provide resources such as counseling services, stress management programs, and wellness initiatives to support their employees' overall well-being. They purposefully build cultures with a focus on the work experience. Sadly only 25% of US employees strongly agree that their organization cares about their well-being. What is the difference for employees who strongly agree that their employer cares about their overall well-being compared to those who don't:

  • 3x more likely to be engaged at work

  • 69% less likely to be actively searching for a new job

  • 71% less likely to report experiencing a lot of burnout

  • 5x more likely to strongly advocate for their company as a place to work

  • 5x more likely to strongly agree that they trust the leadership of their organization

  • 36% more likely to be thriving in their overall lives


4. Use Transparent and Creative Multichannel Communication

Communication is the lifeblood of any organization, and the best-run ones excel in this area. They employ creative and transparent multichannel communication strategies to engage both employees and customers. This can include podcasts, company apps, virtual town halls, YouTube channels, and more. These platforms facilitate open dialogue, keep everyone informed, and create a sense of community within the organization.


5. Upskill Managers to Coach Through Change

Effective leadership is crucial, especially during times of change. The best-run organizations invest in developing their managers into skilled coaches who can guide their teams through transitions and challenges. These managers serve as conduits for progress on all the aforementioned points. They support value-based decision-making, help employees navigate flexible work environments, promote mental health, and facilitate transparent communication.


Reflective questions to ponder:

  • How have my behaviors and decisions today aligned with my organization's core values?

  • If I was on the show "Undercover Boss" what would I discover about the experience of my front-line managers and employees?

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