When your company logo is a “check engine” light, perhaps the algorithms put check engine light stories in your feed. This article from Mens Journal tees up a point that a few people have asked me when talking about what my company does. What do you do after you get the diagnostic report? What happens next? Just like a blinking check engine light on your car’s dashboard signals potential issues under the hood, warning signs within your company culture should never be ignored. Turning a blind eye to these red flags can lead to long-term damage and hinder your organization’s performance and growth.
1) Don’t ignore it. Feedback, especially negative feedback, is a gift to you. It tells you something is wrong and there’s an opportunity for change. But if you ignore the warnings, it’s probably going to get worse.
2) Diagnose the Issue: Identify the root causes behind the warning signs.
3) Prioritize and Plan: Once you’ve identified the core issues, prioritize them based on their impact and develop a strategic plan of action.
4) Communicate Transparently: Keep your employees informed and engaged throughout the process. Transparent communication fosters trust and buy-in.
5) Implement Targeted Solutions: Armed with a clear plan, implement targeted solutions designed to address the specific challenges you’re facing.
6) Monitor and Adjust: Cultural change is an ongoing journey, not a one-time fix. Continuously monitor your progress, celebrate successes, and be prepared to adjust your approach as needed.
Don’t let your cultural “check engine light” burn out before taking action. Ignoring the warning signs can lead to disengaged employees, high turnover, and stagnant growth.
