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.

By |September 27th, 2018|

Carrying angst and worry around with you will hold you back. In reality, no one is out to get you even if your paranoia is telling you otherwise. Paranoia keeps you distracted and looking out for the next bad thing to happen when you can instead use this energy to progress.

By |August 8th, 2018|

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.

By |August 2nd, 2018|

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.

By |July 11th, 2018|

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.

By |July 10th, 2018|

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.

  1. 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.
  2. Be Direct. Get clear and concrete on your speech. Get to the point before you waste more of your, or their time.
  3. 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.
  4. 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.
  5. 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.
Letting an employee go doesn’t have to be daunting. Sometimes it’s the only option and there is nothing easy about having that conversation. But when you are benevolent and direct, it’s simpler on everyone involved.