Beitrag von Dr. Arvid Schäfer

Company culture is just as important as the bottom line, if you have a toxic culture you'll lose... People are the driving force behind your business, and creating a positive and empowering culture is essential for the success of your business. That means you have to understand what your employees want at a deep level. You have to be constantly adapting to their needs and what they want from the organization. For example, one of my employees might want higher pay when he’s 24. But maybe he falls in love at 28 and decides he wants to spend more time with his family. Another might be more interested in a fancy title. Another might want to get access to me and build a relationship. Another might want to go to one of our international offices and work there. There are a million different variables, and it’s on you as a leader to adjust to reality as it changes. Culture is not something you can just hang on a wall and call it a day. A strong culture is built through consistent actions and decision-making. Either you care about your culture because you actually understand it... or you just say it because it looks 'good' and you actually don't care and you just care about your short term money. Don't underestimate the power of investing in your employees. It's not just the right thing to do, it's also a smart business move.

Companies that have a strong culture see a 4x increase in revenue growth (Harvard Business Review). Think culture doesn't matter? Think again. Culture killers like ↳ micromanagement ↳ and toxic behavior aren't just buzzwords. They're real issues with real impacts. ➡️ Micromanagement? It stifles creativity and growth. ➡️ Toxic Behavior? It drives high resignation rates. The good news? You can turn things around. • Start by empowering your team • Recognize their hard work • Promote open communication • Encourage work-life balance • Address toxic behavior head-on A strong culture isn’t a luxury. It’s a necessity in today’s business world. Time to take action. Transform your company culture. Find this valuable? Repost to share it ♻️. Thanks! P.S. Which culture killer has the biggest impact?

Culture is the heart and soul of every organization. With great culture everything is possible. Corporate culture is the unwritten rules, values, and behaviors that define how people work together. Culture shapes how people feel when they walk into the office (or log into a Zoom meeting). There are dozens of culture assessments, but it boils down to one indicator: are you excited to go to work or are you dreading it? The response, very likely, will be determined by how good or not is your organizational culture. A great culture energizes, while a poor one drains. 🔋 What Does a Great Culture Look Like? A thriving culture is built on trust, open communication, and collaboration. Employees feel empowered and enabled, supported, and appreciated. Here’s what fuels a great culture: 🚀 Trust and empowerment: Employees have autonomy and ownership. 🤝 Supportive leadership: Leaders guide, mentor, and recognize achievements. 🌱 Growth and learning: Opportunities for personal and professional development. 🗣️ Open communication: Transparency drives trust. 🌟 Recognition and appreciation: Employees feel valued for their contributions. ❌ What Does a Bad Culture Look Like? On the flip side, a bad culture is where innovation dies and people burn out. When micromanagement, office politics, and lack of communication take over, employees feel isolated, stressed, and unmotivated. Some culture energy takers include: 😓 Micromanagement: Stifles creativity and autonomy. 🛑 Lack of recognition: Makes employees feel undervalued. 💔 Office politics: Creates division and mistrust. 🚫 Blame culture: Stifles creativity and discourages risk-taking. 🏢 Siloed departments: Discourages collaboration and unity. ⏰ Excessive meetings: Drains productivity and morale. ⚡ How Do You Transition from Bad to Great? Shifting your culture takes effort, but the rewards are huge. Start by identifying the energy takers that are draining your organization. Replace them with energy givers—open communication, recognition, and a commitment to transparency. It’s about aligning values with behaviors, building trust, and putting people at the center of your strategy. Small changes lead to big transformations! 🌟 #CorporateCulture #Leadership #WorkplaceTransformation #PeopleFirst

Founders listen up: If you tolerate bad managers, and toxic personalities in your team. Don’t be surprised when your best people start to leave. A team’s culture is like the air they breathe. If it’s polluted, everyone’s going to suffer. I’ve seen it happen too many times. A great team gets pulled down by a few toxic individuals. The result? The best people, those who make your business shine, walk away. As CEO, it’s your responsibility to take action and make bold decisions. → Develop a culture where people actually want to stay. → Reward growth and collaboration. → Handle toxicity quickly. The lesson here is simple: Great people leave bad environments. So, what’s the state of your team’s culture? Let’s make sure it’s one where everyone feels fulfilled. - - - - - Image credit: Chris Donnelly. Share and repost if you liked this ♻️. And follow me Jonny Tooze for more.

All thriving companies share one secret weapon: A powerful winning culture: The stats don't lie - a weak culture costs you more than you think: ❌ Less employee engagement and collaboration ❌ Lower customer satisfaction ❌ Only little innovation ❌ Less revenues But walk into a company with an inspiring culture, and you'll feel it: ✅ Genuinely engaged employees ✅ Workspaces designed for connection and creativity ✅ Conversations charged with energy, purpose, and possibility The foundation of a winning culture? Leadership! Leaders set the tone for everything - they: ✅ Trust and empower their teams ✅ Model integrity and authenticity ✅ Prioritize growth over micromanagement ✅ Make psychological safety non-negotiable Here are 7 impactful ways for growing a winning culture and elevate both people and results: 1. Lead with Integrity ↳ Earn trust through transparent, consistent actions. 2. See the Whole Person ↳ Recognize that your employees are more than their job titles. 3. Connect to Purpose ↳ Show employees how their work contributes to the bigger picture. 4. Celebrate Wins ↳ Make achievements impossible to overlook. 5. Normalize "I Don't Know" ↳ Turn uncertainty into a growth opportunity. 6. Encourage Risk-Taking ↳ Make failure a learning opportunity. 7. Champion Diversity and Inclusion ↳ Celebrate differences as a strength. A winning culture isn’t just about hitting goals. It’s a space where people thrive, grow and ideas flow. With a winning culture you will always be ahead of the game. Nurture your culture and you’ll always stay ahead of the curve. What is your way to grow a winning culture? Let me know in the comments! ⬇️ ♻ Repost to inspire change in more workplaces. ➕ And follow Mike Leber for more.

🚨Why bother with company culture when everyone's just going to leave anyway? 🚨 Let's face it: - 3x more job switches among remote workers (Revelio Labs). - 50% of Gen Z ready to jump ship ( new #Forsa survey by New Work SE). - 33% won't stick around for more than two years Why pour resources into organizational culture if everyone's leaving anyway? Especially when the exit reasons often are: - Lack of appreciation. - Toxic culture. - Ineffective leadership. ...And yes, while salary plays its part, the core issues are not about money—they're about behavior! Here’s the kicker: the massive turnover isn't a sign to stop investing in culture; it's a wake-up call for businesses to rethink it. The focus? Building a strong culture that not only retains talent but attracts those aligned with your values and vision. The real question isn’t why invest in culture, but how to make it so compelling that leaving feels like a loss. Think about it:  - Are you recognizing your team's efforts? - Does your culture promote growth and opportunity, even remotely? - Are your leaders champions of this culture, or its biggest liability? Salary, marketing, brand might get them in the door, but it's the culture that keeps them. In a world where job-hopping is the new norm, a strong culture is not just an asset; it's your best defense. 🔥 The challenge is clear: Adapt and thrive, or stick to the old ways and watch talent walk out the door. What’s your move? #CompanyCulture #RetentionStrategy #Leadership #RemoteWork #GenZ #FutureOfWork

Is your workplace culture the elephant in the room? 🐘 We've identified 14 signs that often show up when corporate culture needs a boost. 🚀 In our "Culture Redesign" download, you'll find all of these warning signs PLUS our advice on what can be done to start transforming the status quo. ⚡️ We've even included some insight into how you can make sure your culture change initiatives stick. 🙌 If you're seeing these: 🚨 unclear responsibilities 🚨 lack of creative freedom 🚨 doomsday scenarios 🚨 disconnect between what leaders say and do ... get the download here 👉 https://lnkd.in/eVj6HkEj #culturechange #transformation #corporateculture #bottomupapproach #toxicworkplace

My co-founder and I have been researching toxic culture for more than 3 years now at MIT. This chart captures one of the most basic but important truths.  Leadership and culture are always entangled in some kind of quantum phenomenon, and nowhere is this more apparent than toxicity. Unfortunately, this entanglement makes toxicity very difficult to improve in practice. Why? Because if leaders are toxic: - They will tend to not care about toxic culture. Fishes do not care if stuff is wet. Toxic people usually do not care if stuff is toxic. They won’t care enough to change anything. They won’t hire consultants in the first place, or launch any kinds of initiatives, or anything. The situation will not change. - Because a big part of fixing toxic culture is addressing their toxic leadership, they will tend to get defensive when called out for their behavior. When they feel personally attacked, they will be less likely to buy in to the culture change process. Managing this dynamic is a tricky balancing act (“No one is saying *you* are toxic, of course, Mr. CEO, but… on the other hand, you do have to yell at people quite so loudly?”). If anyone watches Succession, imagine if a consultant tried to tell Logan Roy that he was a toxic leader. Imagine how he would react. That gives you some idea of the difficulty. - Because they are toxic, they will not be naturally well suited to making stuff less toxic. And the only way the company will become less toxic is if they set the example. Is it possible to fix a toxic culture? Yes, if you have top leadership commitment. If the CEO sets the tone and establishes new social norms, distributed leaders will tend to follow suit. There is evidence that toxicity can sometimes be coached away, and other mechanisms like promotions, compensation, and dismissals can further ensure leadership is culturally healthy. Tweaks to levers like work design can also help (cultures tend to be less toxic when they everyone gets a good night’s sleep). With top team buy-in, toxic culture is a solvable problem. You do need the CEO and a critical mass of key leaders to be nontoxic, though. In toxic cultures these key positions often are toxic. This is why probably the best opportunity to fix a toxic culture comes with a change in leadership, preferably with an external hire from a culturally healthy company.

12 Brutal Truths Every Manager Needs to Hear 1/ When your best people leave? the real problem isn’t them. It’s you. 2/ If you don’t prioritize growth, your top talent will leave. 3/ Employee experience is customer experience. 4/ A toxic culture doesn’t just lose people—it loses clients. 5/ Feedback isn’t a favor. Without it, you’re navigating blind. 6/ Micromanagement doesn’t increase productivity; it kills it. 7/ Rewarding overwork? That’s just demanding more of it. 8/ Gossip is poison. Stamp it out. 9/ Train your managers. Then train them again. 10/ Reinforce core values daily—no excuses. 11/ Your problem isn’t remote work - it’s trust. 12/ Pay your people their worth, or someone else will. 👉 Culture is everything. Put your people first, and they’ll bring their A-game. That’s how everyone wins. Agree? ♻ Share this post to help leaders level up! 🔔 Follow me, Shulin Lee for more..