free course: 4 STEPS TO A WORLD CLASS WORKPLACE CULTURE
solve culture problem

4 Steps To Solving A Culture Problem

The culture in your organization is not where it needs to be. 

Some may describe it as toxic. 

When you’re in an organization that has a toxic culture, it can be devastating.  

The pain can be devastating.  

It leads to high turnover rates that cost the organization millions of dollars.  

You’ll get a bad reputation and it’ll be hard to recruit people. 

Having a toxic culture can become abusive and even discriminatory.  

The last thing that you want is a discrimination lawsuit because of how you treat someone who’s different than you in your organization. 

The moment you become aware of this type of environment, you have to do something about it.  

How To Solve A Culture Problem 

1. Awareness 

You must first be aware there is a problem. 

Figure out what’s going wrong in your organization. 

How bad is it? 

Is it isolated in one department or is it rampant throughout the organization?  

How’s the organization’s reputation in the community? 

You have to find a way to clean up the trash. 

2. Talk to leaders 

You need to have face time with the CEO. 

If the CEO doesn’t listen, find a way to talk to the board of directors. 

The board should be willing to listen and should already know about a culture problem. 

If they do not, that’s a conversation for another day. 

Talk to those above to make them aware of the problem at hand. 

After talking to the CEO, talk to the leaders that you manage. 

Do they see what’s going on? 

Are they comfortable enough to talk to you about the situation? 

3. Dig into data

Review employee satisfactory surveys. 

Don’t just look at the numbers, look at the comments. 

If more than 50% of your people have neutral or negative comments about your organization, you have a problem. 

The most dangerous place to be on an employee engagement survey is neutral. 

People should feel good about your organization and should be willing to share this. 

When people are neutral, this means you have a problem that they aren’t willing to talk about. 

They don’t want to put themselves in a negative position but they also don’t want to reinforce a culture they don’t feel good about. 

If your team is lukewarm, you’ve got a problem.  

The problem is your culture. 

4. Gain understanding from leaders 

Find leaders that are comfortable enough to help you understand what’s wrong with your culture.  

Is one leader creating toxicity or is it multiple leaders? 

Is it an entire department? 

The bottom line is, you’ve got to get the culture right.  

You’ve got to get better and you’ve got to do it quickly. 

If this was not helpful and you need more answers, request a free 30-minute call with me.  

Let me help you understand what’s going on in your culture. 

Let’s get a game plan together to fix it. 

Anton
Facebook
LinkedIn
Twitter
Email

Recent Posts

What to Look for in Your Next Executive Role

You finally realize that it’s time for you to move on to a job where your talents are appreciated.

Now, you’re evaluating what you should be looking for in your next executive role.

You’ve been through the fire before and you know how hard it is to work in an organization with a leader that doesn’t value your skills and a team that doesn’t respect your expertise.

This doesn’t allow you to help the people you came to help; the patients and the frontline members that look up to you.

You need to be in an environment that nurtures you but there is a chance you can jump out of this frying pan and into one that’s worse.

You need to slow down and really think about what environment you want to be in and what it takes to be successful as a leader.

Read More »

Why Nursing Leadership Is Important

Everyone needs to understand why leadership in nursing is important.

Let me explain what’s happening right now.

There are 9.7 million healthcare workers on the front lines in healthcare.

It is projected that in the next five years, 6.5 million of those workers will leave the healthcare industry and not come back.

It is also projected that only 2 million people will replace that 6.5 million leaving.

This means that in the next five years, we’ll be in a healthcare crisis.

Right now is the time for you to be a nursing leader with impact.

Read More »