IT and Business Insights for SMB Solution Providers

Is Your Workplace Wonderful?: Page 2 of 2

Creating and nurturing a culture of respect and empowerment plays a big role in employee satisfaction. By Carolyn Heinze

Why People Stay

A happy workplace is not only good for employees, but good for the business as well. Henson cites the low turnover among his 19-member staff. One employee has been with the company for 14 years; several others for 12; and several more for seven and eight years.

High turnover may be a sign of a toxic culture, a rigid workplace, or a failure to embrace newer working styles and employee desires. Most businesspeople have encountered the phrase “people don’t leave managers, they leave companies.” And while it’s been used to the point of sounding cliché, it remains true.

Jacob Morgan, author of The Employee Experience Advantage: How to Win the War for Talent by Giving Employees the Workspaces they Want, the Tools they Need, and a Culture they Can Celebrate, believes this is because many managers continue to apply old-school, command-and-control-type methods instead of embracing newer concepts such as mentoring. “I still talk to a lot of managers who believe that employees should be motivated every day just to show up and get paid, and help the company grow,” he says.

Today’s employees, however, are also concerned with doing meaningful work, embracing diversity, and making an impact on their communities—and maybe even the world. “They care about other things than just helping the company make more money,” Morgan explains, “and so you can see why that causes a lot of tension.”

Luckily for channel pros, making changes is less cumbersome for smaller organizations. “For sure, we’re way more responsive, flexible, nimble––if you’re not trying to steer the Titanic, it’s fairly easy to make a change,” Anderson says. “Even if you had a toxic culture, or even if you’ve got more of a neutral or nondeliberate culture, it’s fairly easy to start impacting it.”

Bear in mind that you can’t create a great culture overnight, and the initial curve can be steep, Anderson warns. It’s taken his firm years to arrive at this point, and he and his team continue to work on the organization’s culture.

The good news? According to Anderson, a company “can go from having a neutral or even toxic culture to having at least an agreeable or more positive culture in a matter of months.”

About the Author

CAROLYN HEINZE is a regular freelance contributor to ChannelPro-SMB.

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