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Half of all marriages are broken. One-third of all children are living in a single parent household. Adults are spending less time with their friends today compared to ten years ago. People are less engaged in places of worship and civic organizations. Our heads are buried in social media 2 ½ hours a day and, finally, we stare at the TV for nearly 3 hours before it’s lights-out. People are all around us, but we’re isolated. It’s no wonder why the US Surgeon General, Dr. Vivek Murthy, declared loneliness an epidemic. Look no further than the notable rise in depression and suicide as tangible evidence.
Even on the rare occasions we connect, it’s often divisive. It doesn’t take long before someone mentions, “Trump” or “Harris,” and it’s an instantaneous sh#t storm. Even a friendly conversation about your children can quickly turn into a contentious debate on the local school board’s thinking about critical race theory, gender identity, and sex education. It’s quicksand and we can’t get out!
Rarely do we hear someone say, “I love my company.” Likewise, you hardly ever hear a person say, “I really enjoy going into the office.” Sadly, most people dislike their employer, and don’t like going into the office. They prefer instead to avoid their employer, and work from home in seclusion. Tragic!
Is it fair to say, “corporate culture is broken?” If the answer is yes, then who’s job is it to fix the problem? I submit we ALL own it. Don’t solely look at your employer or manager. That’s akin to saying it’s 100% the coach’s job. While he or she plays a major role, so too do the players.
Why should we care? Consider how much time we spend on the job - 50 hours a week or 2,500 hours per year. Just imagine how much a positive culture could have on your psyche. The office, in my opinion, isn’t just a place of work, but an opportunity for friendships, coffee breaks with colleagues, collaboration during enjoyable lunches, and shared camaraderie over drinks after work. Maybe even a ball game every-now-and-then. It shouldn’t be that hard, but it is because we’re starting at such a deficit!
Let’s start small. Conversations must be positive; not divisive. When you go for coffee, take a colleague or two. When it’s time for lunch, dine as a group. Also, invite one or two colleagues outside your social circle. They just might surprise you. Rather than rush home at 6:00 PM, why not grab a beer with a buddy. Instead of politics, try discussing sports, movies, vacations or new restaurants. Yea, I think it’s that simple… at least to get the ball rolling.
As a leader (or employer) in wealth management, I bear a greater responsibility. Communication should be often, open, and honest. Organizational structure should be as flat as possible. In other words, decision making shouldn’t be hierarchical. Compliance should protect; not punish. I should host venues that celebrate milestone accomplishments - both personal and professional. Importantly, I need to fully support my colleagues undergoing challenges or adversity from beginning to end. Finally, I can’t overlook the importance of simply spending time with my colleagues one-on-one to hear what’s on their minds.
The restoration of strong corporate (or office) culture is critically important to all of us. I’m in. I hope you are too.
Nov 04, 2024
Is Corporate Culture Broken?
Even on the rare occasions we connect, it’s often divisive. It doesn’t take long before someone mentions, “Trump” or “Harris,” and it’s an instantaneous sh#t storm. Even a friendly conversation about your children can quickly turn into a contentious debate on the local school board’s thinking about critical race theory, gender identity, and sex education. It’s quicksand and we can’t get out!
Rarely do we hear someone say, “I love my company.” Likewise, you hardly ever hear a person say, “I really enjoy going into the office.” Sadly, most people dislike their employer, and don’t like going into the office. They prefer instead to avoid their employer, and work from home in seclusion. Tragic!
Is it fair to say, “corporate culture is broken?” If the answer is yes, then who’s job is it to fix the problem? I submit we ALL own it. Don’t solely look at your employer or manager. That’s akin to saying it’s 100% the coach’s job. While he or she plays a major role, so too do the players.
Why should we care? Consider how much time we spend on the job - 50 hours a week or 2,500 hours per year. Just imagine how much a positive culture could have on your psyche. The office, in my opinion, isn’t just a place of work, but an opportunity for friendships, coffee breaks with colleagues, collaboration during enjoyable lunches, and shared camaraderie over drinks after work. Maybe even a ball game every-now-and-then. It shouldn’t be that hard, but it is because we’re starting at such a deficit!
Let’s start small. Conversations must be positive; not divisive. When you go for coffee, take a colleague or two. When it’s time for lunch, dine as a group. Also, invite one or two colleagues outside your social circle. They just might surprise you. Rather than rush home at 6:00 PM, why not grab a beer with a buddy. Instead of politics, try discussing sports, movies, vacations or new restaurants. Yea, I think it’s that simple… at least to get the ball rolling.
As a leader (or employer) in wealth management, I bear a greater responsibility. Communication should be often, open, and honest. Organizational structure should be as flat as possible. In other words, decision making shouldn’t be hierarchical. Compliance should protect; not punish. I should host venues that celebrate milestone accomplishments - both personal and professional. Importantly, I need to fully support my colleagues undergoing challenges or adversity from beginning to end. Finally, I can’t overlook the importance of simply spending time with my colleagues one-on-one to hear what’s on their minds.
The restoration of strong corporate (or office) culture is critically important to all of us. I’m in. I hope you are too.
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