Exploring 8 Rules for Creating Passionate Corporate Cultures (Round Two)
We have been examining a thesis called The Eight Rules for Creating a More Passionate Corporate Culture by Paul Alofs. Previously we explored the first two steps. Let’s continue with numbers three and four, parts of which we have to take issue with!
3. Tend to the weeds
Mr. Alofs admonishes us to weed out whiners and complainers. “Identify these people and replace them,” he writes.
Wrong on many fronts:
- First: Whiners are workers who have been allowed to disengage by poor bosses who neglected them.
- Second: When they were hired, they met all the needs of the company, and probably started out incredibly positive and took a constructive approach to their job. Poor culture most likely ate away at their commitment, leaving them bitter. Most of these people are retrievable.
- Third: They know the company and their job. Why go to the expense of replacing them when re-engaging and re-energizing them is far more cost-effective?
“A culture of passion capital can be compromised by the wrong people,” writes Mr. Alofs. True, but the most fervent believer in a culture is often the one who most talked it down at the start. Don’t throw that wheat out with the chaff. Redeem it and refine it through active re-engagement programs. People who truly don’t wish to buy into the culture will leave on their own in response to your earnest and true efforts to engage them.
4. Work hard, play hard
“Not many industries these days thrive on a forty-hour work week,” warns Mr. Alofs. “A culture where everyone understands that long hours are sometimes required will work if this sacrifice is recognized and rewarded.”
We agree that passion infused throughout an organization boosts its productivity, and that hard work and success deserve a lot of recognition and reward. But we also have seen countless of our clients actually gain more hours for their personal lives because they work smarter using our leadership tool set, so we can’t completely agree that the sacrifice of an eighty-hour work week implied by Mr. Alofs is going to be everyone’s reality. That should never be the goal, at any rate!
What do you think? Where do you stand on the role of passion in establishing a productive corporate culture?
We will explore the next two steps to creating a passionate corporate culture in our next post.