Você está lutando com interpretações conflitantes da cultura da empresa. Como você pode evitar o esgotamento dos funcionários?

You must address the elephant 🐘 sitting at the table and I advise the following. 1. Point out what you hear to be the issue. 2. Engage in safe discussion and ensure ground rules are properly set. 3. Identify trends and themes. 4. Brainstorm possibilities. 5. Chart out action items align to RACI

Acknowledging issues is different than venting which both are helpful and people need to know. There is a time to vent about a situation to let out the negative, frustrated or hurt energy. Acknowledging issues to share, understand others perspectives, come back to the objectives and explore to select a solution can help. Sometimes leaders move to quickly through acknowledging the issue to find a solution or to curb venting. By sharing the two types of talking about an issue, can really help teams see the difference and make new choices that work and feel good.

Defining culture needs to be done WELL IN ADVANCE of issues. Defining culture in meaningful, observable terms is key and backing it up with integrating it into performance management processes, tools and operational ways of working. Sometimes it takes an issue arising to see definitions need to be made. Definitions that identify the core values of the culture in multiple ways while still leaving room for individual personalities and adjustments to any situation. I've found defining culture can be an act of appreciation for the team and really connect the team MORE than ever. Importantly, it empowers them in their daily work when leaders are not with them and in having positive conversations amongst the team when issues arise.

Dialogue is key to work through and move forward - in the right way at the right time. 1:1 dialogue is helpful for sensitive issues, get out raw talk and lower the heightened energy surrounding it. Group discussion enables everyone to come together in the same conversation. In conversations, it is key to have 'anchors' of the culture and what guides our work for individuals to come together on then share how it looks different for them or when there was a gap in how one or more people showed up in the work. Collaborating on what it means for 'how we work'/ organizational values can enable shared cultural expectations on teams.

Starting with implementing the most positive aspects of the newly defined culture can create excitement and momentum. With any culture change, there are aspects that will be harder for some or all of the team to integrate into their work. Whether it's capability gaps, perspective shifts needed or depending understanding, there are real things that can mean it will take time and practice to be implemented and integrated. Starting with the most exciting and easier elements can really help with energy. It can also provide a reference point for 'we've been successful at this before' and 'how we did it before' to empower the team to keep going and keep involved in the process.

Monitoring progress comes in both the formal and informal, qualitative and quantitative. Sustained progress will take time and consistency. In the beginning, it is important to remember there are ups and downs but it's still moving in the right direction. It's important to not throw out the initiative when there is a dip. A dip is just one data point; not the theme. During change, the team needs commitment to consistency and sustained energy and communication from leaders to keep going through the ups and downs. At set checkpoints, leaders can evaluate what 'tweaks' to make to keep progressing and achieve all the benefits of the cultural shift.

If you feel the strain from conflicting company culture interpretations, it’s time to take proactive steps to prevent employee burnout. Start by fostering open communication – encourage team members to voice their concerns and offer feedback. Establish clear, consistent values and practices that align with your company’s mission and ensure everyone is on the same page. Promote work-life balance by setting realistic expectations and providing support for stress management. Recognize and reward hard work and prioritize mental health initiatives. Creating a supportive and cohesive environment can help your employees thrive and stay energized. Remember, structure is born from chaos!