The company Workday is ranked #7 on Forbes’ Best Companies to Work For this year.
When the company was founded in 2005, its leaders decided to create an employee-centric organization, banking on the intuitive notion that happy employees do what’s best for the customers.
As the company grew, its leadership noticed that not all managers and employees were living by the stated values. Culture was heading in the wrong direction. In response, they did two things:
- Created new processes to realign the culture (remember: culture is an outcome of your processes);
- Separated top performers who didn’t play nicely with the other boys and girls.
Most leaders still do not understand the process-driven nature of culture. And most leaders don’t have the guts to terminate top-performing jerks, especially when business is bad.
But if you can do these two things, you can turn your culture around.