Success Culture and Business Growth

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Business growth benefits from having a success culture. Introducing such a culture, as a foundation for efficient and effective successful performance, can be simple and straightforward. Many small and medium-sized businesses start, get established, grow, and, at some point, the business leader recognizes the need to improve the culture in some way. Completely restructuring everything is a daunting task. If what exists is working, then focusing on building a success culture may not be such a hard thing to do.

Business growth and planned success, in many ways, relies on a culture which:

  • Encourages employees to contribute.
  • Trains them, and provides the appropriate resources so they are able to contribute.
  • Keeps them involved so they can contribute, and
  • Rewards them when they do contribute.

Businesses with a growth culture get more done and often have less waste. That, on its own, lowers costs and increases profit. Success, therefore, and business growth, often means making full use of existing resources rather than trying to recreate a whole new culture. The greatest business resource is its people. If employees feel involved, empowered and valued, they are far more likely to want to come up with good ideas that will help themselves and others be more productive.

If a business owner can say “That’s us! That’s how we operate” then that business is either already successful, or is well on the way. Success cultures are made up of obvious and proven elements. Employees who feel in control, valued and who want to contribute to success are usually clear about such things as:

  • Their job descriptions, skill sets, individual authority, and team loyalty.
  • The reasons they do what they do, rather than just feeling like a small cog in a big machine.
  • How well they should be doing their work, and for what specific reasons (to meet common goals, delight customers and clients, earn bonuses, etc.)
  • Knowing they should think for themselves, plan ahead whenever possible, ask questions, do their best, and make their own decisions about how they can improve a process or fix a problem.
  • Knowing that problems are not always solved by looking how others have solved a similar problem, or waiting for their supervisor to come up with an idea.
  • Knowing and accepting that company and personal goals are achieved by doing their best, making suggestions, sharing ideas and supporting the team.
  • Getting the right rewards for good performance, and for coming up with ways to keep improving.

Success cultures are based on clarity, direction and co-operation, working within appropriate boundaries, but also knowing and feeling that they, and their team members, have a bigger role than just ‘doing their job’. Beyond that, is the need for sensibly allocating the right resources – and that is where leadership comes in.

Remember, running a business successfully does not need to be complicated.  Keep it simple!

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