Develop a High-Performing Culture (Part 2)
Welcome back. This is the second part of a two part blog on analyzing high performance cultures and why your organization needs it. As you may remember in Part 1 we identified that high-performance cultures feature two-way feedback mechanisms, training that promotes idea generation, and leadership that encourages employees to take ownership in the everyday performance of their roles. These features drive performance, cultivate teamwork, and nurture belonging. If you missed Part 1 click here to read it first.
Below are the additional three characteristics of high-performing organizations to strive for and tips to get you there.
- The board has a recruitment plan that identifies the gap in board competencies, like leadership, strategic thinker, change agent, etc.
- Identify people who fit those descriptions and create a plan for relationship building with them. Outline strategic touches and assign them for accountability. Understand that this is done over time. It does not produce immediate results, and because of that should be on an ongoing, proactive basis.
- The organization regularly assesses the performance of each other’s strengths as well as identifies potential improvements to further sustain the mission.
- Schedule regular meeting times for the board, for staff meetings, and for the director one-on-one with each staff. Make it known that this will be a regular agenda item.
- Offer giving and receiving feedback training for all.
- The organization rewards and recognizes the high-performing contributions of staff, board, volunteers, and donors to celebrate the hard work of everyone involved.
- Everyone is different in how they like to receive recognition. So ask people their preferences prior to doling out kudos.
- Consider adding a “kudos” and/or “star volunteer” section or photo gallery to the organizations website. Include these sections in emails and newsletters to donors/members. Add them to the social media content calendar.
A high-performance culture is not hard work. Hard work helps of course but putting in consistently long hours and sacrificing family or leisure time is not high-performance. It is unsustainable and leads to turnover. Provide an environment that values individuals, their time, and interests. Encourage results-driven achievement.