Welcome to The Corporate Culture Cleaner Podcast
with Josh Evans
To be an extraordinary company, you need engaged employees. Joshua M. Evans—“The Culture Cleaner”—can help you develop a culture where your team is engaged, passionate, and enjoys their work. When employees care about company success, profitability skyrockets. In this show, Josh will be exploring ways you can improve performance through engagement and enjoyment to develop creative, thriving, successful organizations.
It happens without even trying — you play to the level of the people around you. If you’re surrounded by an average team, you will not perform at your highest level. You NEED to surround yourself by great peers.
If you’re unhappy with something in your organization, YOU can make those changes. You don’t have to just put up with something you’re unhappy with. It’s nobody else’s responsibility – if you want a better organization, you have to make it happen.
Tolerance of a behavior is tantamount to the endorsement of that behavior — and this applies to everything. If nobody has stopped the behavior, nobody will think this behavior is wrong. I dive a little deeper into this concept in this episode – stay tuned!
Everybody wants results, but if you’re not significantly better, you’re just average. In this episode, I share an example from a phenomenal woman I met recently who embodies this perfectly. How can YOU do this? Surround yourself with excellence, assess where you currently are, and you have to do something different.
It happen in work and in our personal lives where we are moving a lot faster than the people around us. We all have our comfort speed and there is always a time and a place to pause and rethink what you’re doing, but it’s never okay to let people go slow in your passing lane.
Being worried has never once solved a problem. Instead of worrying, take control. If you can’t change it, forget about it and stop worrying.
Letting people complain around the office spreads their negative energy. In this episode, we discuss how you can effectively ban complaining in your workplace to improve the company culture.
The Best Managers Care
What’s the difference between a good leader, and a great leader? Great leaders truly care about the people they work with. Though it’s true that good leaders may care, great leaders truly care on a deeper level. When you are invested in your coworkers and employees, you create the possibility of building a team that is strong through its support of all of the individuals who comprise it. And when you have a strong team, you can leverage that strength to achieve the highest possible performance.
Here’s an example I experienced personally—
Several years ago I was working for an organization that had a phenomenal leader. What made him exceptional in his leadership? The extraordinary care and concern that he showed for his employees. Each week he would pick someone out of our small team to have an informal one-on-one meeting with, in which his primary goal was simply to learn more about them; what made them tick, and what they were passionate about. He extended this care throughout the workplace, and, as a result, the members of our team continued to learn and grow their skills. And when serious personal circumstances came up, there was a net of concern that supported the individuals in our team as they dealt with family health issues and other elements of their lives.
At the end of the day—a good team is a family. And while a good leader may know a little about you, and extend a basic amount of concern your way, a great leader genuinely cares about you and your well-being. That investment in you, in turn, fuels your commitment to your work, and the joy it brings you.
So, even if you think you are a good leader, ask yourself if you are seeking out opportunities to learn about your employees and coworkers, and if you actively demonstrate that you care about them in a sincere way.
Fire Benevolently and Directly
There’s nothing worse than dragging a dreaded conversation on unnecessarily. Nobody wants to be fired, and doing the firing is never any fun either. But there are a few things you can do as a Manager or person of power to effectively and efficiently take care of business.
- Fire Benevolently. No need to beat around the bush. There are effect ways to fire that don’t need to involve sugar coating or leaving any space for conflict.
- Be Direct. Get clear and concrete on your speech. Get to the point before you waste more of your, or their time.
- Tell them Why. Be specific with your reasoning for letting them go. This will help you by not leaving room for rebuttal or excuses on their end, and it will help them learn from their mistakes so they can be a more successful employee in their next job.
- Offer them support. It’s a tough task to fire someone. And we all know how traumatic the experience can be for the employee being let go. There are ways to approach the situation that can soften the blow.
- Follow up. This is an extra act of kindness not enough of us do. But sometimes it can be useful to check in on the fired employee a few months after they’ve been let go to make sure they’re moving on healthily. Nobody wants to be responsible for scarring a former employee. There’s no harm in doing a simple check in, follow up or reaching out with well wishes.
I don’t endorse complacency. You need to care and make an effort for success and envy worthy corporate culture. In this episode, I discuss Mark Manson’s popular book, The Subtle Art of Not Giving a F and the common misconception of it’s message.
Today’s guest, Sharon Lechter, launched the Play Big Movement – all about being #1 in your field, living your legacy, and creating maximum impact. She is a business mentor dedicated to your financial success and a literary legend. I’m very excited for you all to hear this one!
Xavier Mufraggi, CEO of Club Med has an amazing business model that has an overwhelmingly positive impact on his staff and the consumers. His diverse, international, and bilingual staff makes for quite the experience! Stay tuned to hear how he does it.