{"id":4661,"date":"2021-09-17T17:23:24","date_gmt":"2021-09-17T17:23:24","guid":{"rendered":"https:\/\/miick.com\/?p=4661"},"modified":"2022-01-24T22:11:25","modified_gmt":"2022-01-24T22:11:25","slug":"the-5-warning-signs-of-bad-company-culture","status":"publish","type":"post","link":"https:\/\/miick.com\/the-5-warning-signs-of-bad-company-culture\/","title":{"rendered":"The 5 Warning Signs of Bad Company Culture"},"content":{"rendered":"\n

Culture\u2019s been a buzz word in business for the last couple years!  Yea!  Finally!  After decades of posting the concept that Culture drives Brand\u2122 <\/a>, the world of work is finally embracing the idea with gusto! That Brand Experience is the outcome<\/em> of behaviors<\/em> driven<\/em> by Cultural norms, more than marketing slogans<\/em> is key to some major performance doors going forward.  <\/p>\n\n\n\n

What\u2019s also<\/em> true is this: problems in corporate culture exist and they could wreak havoc on your operations. Here at Miick, we help brands find solutions to organizational culture problems<\/a> before they kill productivity and employee morale.<\/p>\n\n\n\n

Culture in place is, as often as not, a liability for businesses both small and<\/em> large. How so?
Culture happens, it simply is. As often as not, Culture is ritual and unconscious! These unconscious habits or norms in a company get modeled more than touted. Culture ends up being an outcome of chance and old habits, more than choice. Headline: Culture is a choice! We need not be creatures of habit, just because the habit exists. We can create \u201cCulture by Choice, Not Chance\u2122<\/a>.\u201d At Miick, we do this constantly with our clients, time and again with success.<\/p>\n\n\n\n

Headline:<\/strong> Culture IS a Choice!<\/strong><\/h2>\n\n\n\n

I often get asked, \u201cHow do I know if my culture\u2019s a liability or an asset?\u201d You can start by keeping an eye out for these five unmistakable signs of bad company culture.<\/p>\n\n\n\n

5. A New Hire Gets Told What\u2019s \u201cReally True\u201d 3 <\/strong>Days In<\/strong>\u2026  <\/strong><\/h3>\n\n\n\n

The public brand and persona is, \u201cThis is a great place to work!\u201d  <\/p>\n\n\n\n

Sure enough, the Onboarding and Orientation goes pretty.  New hire inspiration exudes!<\/p>\n\n\n\n

At the same time, there are subtle \u201ccracks in the dike\u201d along the way. Yelling, angry faces, aggressive tones of voice, lack of cleanliness or positive feedback are all warning signs of bad company culture.<\/p>\n\n\n\n

Sure enough, within the first three days of work, co-workers offer direct comments about what really happens here, here\u2019s what you can really expect. This process is quiet, shared on breaks, on Zoom post meetings, or at the bar after work. Before long, the inspired new hire has gone native. The rock star that began with us, silently slips into the shadow norms of culture. And, worse, the good ones leave.   <\/p>\n\n\n\n

4. We\u2019re Better at Catching People Doing Stuff Wrong Than Right<\/strong><\/h3>\n\n\n\n

Another common issue in organizational culture is when Trainers, Managers, and Co-workers, coach to the negative.   <\/p>\n\n\n\n

Feedback is closer to hand slaps than coaching! Focus is on what didn\u2019t work, or what needs to be edited, or shouldn\u2019t have been done. If your company has listed values or a mission, the values are used as hammers, prefaced with, \u201cyou didn\u2019t\u2026\u201d  instead of coaching to the positive.  Instead, find what worked well and build on that!<\/em><\/p>\n\n\n\n

From Miick:  \u201cBe a coach, not a cop!\u201d\u2122<\/strong><\/h2>\n\n\n\n

3. Sarcasm is the Humor or \u201cCoaching\u201d of Choice <\/strong><\/h3>\n\n\n\n

Sarcasm is about power, insider information and \u201cothering.\u201d Sarcasm also drives drama and indicates an underlying organizational culture issue. The second you call me out on my sarcastic or sideways comment, I duck and plead, \u201cI was just kidding!\u201d You and I, and your team<\/em>, know you weren\u2019t.   <\/p>\n\n\n\n

Sarcasm is not to be confused with performance feedback.   At the very least, sarcasm sends mixed signals to anyone but the most intimate friend \u2026 even then, there\u2019s a tiny cut that need not be there.   At worst, sarcasm is deadly; it is fear-based instead of courageously stating the real story! Beware of sarcasm in the workplace.<\/p>\n\n\n\n

2. Finger Pointing with Absolutes, Single Value Reasons, Stories and Excuses <\/strong><\/h3>\n\n\n\n

You know the drill. Here comes a staff member or manager running to you or HR with an issue that\u2019s huge for them!   <\/p>\n\n\n\n

As often as not we\u2019ll hear phrasing that includes absolutes like, \u201ceveryone\u201d or \u201cno one,\u201d \u201call the time,\u201d or \u201cnever.\u201d   If you have defined values, support to this transgression is typically offered with the use of a single company value.    <\/p>\n\n\n\n

First opportunity: Thanks for coming in and sharing.<\/p>\n\n\n\n

Second opportunity: Who\u2019s everyone?  Or, when you say \u201calways,\u201d how many times in the last week? <\/p>\n\n\n\n

Third opportunity: What other values apply? Or how would you integrate other values into this issue?<\/p>\n\n\n\n

And there\u2019s more\u2026 \u263a <\/p>\n\n\n\n

1. The Real Meeting is \u201cAfter the Meeting\u201d<\/strong><\/h3>\n\n\n\n

This habit shows up in two ways. 1. The management team, or all staff, or board sits silently in the meeting. When asked, \u201cDo you have any questions?\u201d Silence is the response. Another variation is that one or two people dominate the meeting, with little to no support, pushback, or debate.   <\/p>\n\n\n\n

In these two meeting norms, two equally frequent outcomes occur:   <\/p>\n\n\n\n

Habit 1:<\/strong> After the meeting, the real meeting happens at the \u201cwater cooler,\u201d bar, on Zoom, or in the parking lot: Resistance, debate, and pushback show up in earnest; \u201che\/she\u201d, \u201cthey\u201d, and \u201cthose guys\u201d and likely as not \u201cf-bombs\u201d (or the equivalent) get thrown around like a hot potato.   <\/p>\n\n\n\n

Habit 2: <\/strong>The people that did<\/em> take the risk to speak up did so out of habit, likely as not, and allowed other folks to stay silent. Then in the meeting after the meeting they\u2019re as easily blamed for lack of movement as the leaders themselves, OR, are left as either heroes or victims \u201ctrying their best!\u201d and failing again\u2026 <\/p>\n\n\n\n

Here are some options:<\/p>\n\n\n\n

Action 1: <\/strong>Have the real meeting in the meeting. Listen as much as speak. Instead of asking, \u201cDo you have any questions?\u201d, change the frame and expect\/invite questions by asking, \u201cWhat questions do you have?\u201d <\/p>\n\n\n\n

Action 2:<\/strong> Name the elephant in the room (I call it the \u201cmoose in the room\u201d) as fast as possible. As appropriate, consider beginning a meeting with this: Who\u2019s got a moose?   <\/p>\n\n\n\n

(Heck, name your animal of choice: Elephant, 800 lb. gorilla). Have fun with this exploration of a deeper truth that really needs to get addressed! Sooner the better!<\/p>\n\n\n\n

This list could as easily be the top 10 list, or top 20 list. These five points will get you started on building a company or corporate culture by choice not chance!   <\/p>\n\n\n\n

For more on the \u201chow to\u201d of healthy, dynamic Corporate Culture, visit: miick.com<\/a><\/p>\n\n\n\n

Call: 303-413-0400.<\/p>\n","protected":false},"excerpt":{"rendered":"

Culture\u2019s been a buzz word in business for the last couple years!  Yea!  Finally!  After decades of posting the concept that Culture drives Brand\u2122 , […]<\/p>\n","protected":false},"author":1,"featured_media":3671,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"default","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[9,22,14],"tags":[],"class_list":["post-4661","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-company-culture-change","category-conflict-resolution","category-leadership"],"gutentor_comment":9,"yoast_head":"\n5 Common Problems in Corporate Culture | Miick<\/title>\n<meta name=\"description\" content=\"From sarcasm to negative coaching, Miick lists down five organizational culture issues that could lower employee morale and disrupt productivity. 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