The climate in the organization – in other words: 3 mistakes that will kill any commitment

According to the report Poland 2025 – New motor growth in Europe, developed by McKinsey & Company, the average number of hours worked in Europe is 1,600 hours per year. The Polish worker works on average 1,929. With the increase in GDP, the number of hours worked decreases. In practice, this means less work with greater productivity. The climate of the organization is one of the key determinants of whether we work a lot or wisely.

Cooperation standards exist in every company. Not in any case, however, they are understandable and transparent to employees. During the dozens of hours devoted to the development of the strategy, it is hardly ever devoted more time to analyzing the conditions under which it will be implemented.
Consciously or not, every company operates based on some (non)written standards. They play a key role in the process of building relationships, communicating, or making decisions. These standards shape the culture of the organization. There are companies where the main focus is on teamwork and joint decision-making. In others, there are numerous procedures, and each organizational unit is strictly specialized. There are also such companies in which the worship of the leader functions as the only right instance, where the subordinate sentence is an addition to the already decided leader.

The culture  of the organization is not constant. It is transformed by the external factors, the company's goals, but also, and perhaps most importantly, its internal participants.
For a better understanding of the importance of the topic, let's remind ourselves that employees of every business:

• are its business card and generate revenue

• are responsible for the quality  of service provided

• condition (not)customer satisfaction

• have a direct influence on acquiring new customers

Maintaining the market position and further development of the company requires not only the conscious management of material resources, but also the assessment of the effectiveness of activities aimed at the internal relations. Success is more real if they are stable, and employees can express their opinion. 
And it’s not about creating a familiar atmosphere where team members will spend time pleasantly. The goal is a foundation whose main ingredient is trust. These, however, necessarily affect efficiency. Below are three critical mistakes that can kill the highest level of motivation.




Source: Outsourcing & More http: