Being contagious can be a good thing
Earlier this year, I wrote a blog titled “Is Your Attitude Showing.” The answer was (and is) yes, it’s always showing. So important, I wrote two chapters about attitudes in my entrepreneurship book (Beyond the Numbers). How critical are attitudes in the business world? The culture of any business, how people act and how things are done, is defined by core values, relationships, and attitudes. Culture determines results.
The thing about attitude, positive or negative, is its contagious effect – on people around us – and on our own ability to function. People who are upbeat and enthusiastic naturally attract the same zest from those around them. Likewise, doomsayers or problem mongers can drag down others who, whether inclined to that outlook or not, may be vulnerable to negative influences.
The effect of attitude on our own psyche, even our daily functions, can be favourable . . . or troublesome. Have you ever experienced this: something bad happens, then other negative events soon follow and result in a “bad day?” Likewise, doesn’t a series of positive events or comments foster a “good day”?
On the business front, losing a sale or receiving a customer complaint can easily produce negative consequences. On the other hand, signing a new customer may bring out “the bubbly” or, at least, send positive waves through the organization. Kudos from a happy customer invokes smiles and pats on backs, literally or figuratively.
For entrepreneurs, the challenge is two-fold. First, an owner must be the leader and set the tone for a positive environment. It’s much easier to create and sustain an upbeat environment than to continually try to neutralize negativity. Secondly, despite your best efforts to maintain an optimistic, cheerful culture, things can go wrong. It’s called life. Business (and personal) obstacles arise. Problems can surface unexpectedly. Being able to handle life’s curve balls is an ongoing entrepreneurial challenge. Assuming you’ve created a fun, positive, culture, here are some ideas on keeping it that way.
Set the attitude example early
Instilling the proper attitude starts in the hiring process. You, of course, have to be upbeat and show a prospective hire what a positive culture looks like. Then, be sure to test an applicant’s attitude through a discussion of, not only standard skill questions, but also their interests, goals, etc. Get them to describe what they like and don’t like. Open-ended questions are best, such as . . . What do you do for fun when you’re not working? Or ask questions about the structure or culture where the applicant last worked.
Listen carefully to the tone of their answers. Are they upbeat and positive, or do you hear negative comments? Be careful; a response that sounds negative can actually show creativity. Probing with “what do you mean” may uncover a positive approach to solving problems . . . or it might expose a relationship problem or resistance to hierarchy.
Maintaining positive attitudes is a full-time endeavor
You’ve set the tone for an upbeat, optimistic environment and hired positive-minded people. Now, you have to make reinforcing a positive workplace an ongoing, every day exercise. Mix fun with business through catered lunches, team building exercises, or Friday afternoon happy hours. Emphasize work-life balance with a generous time-off policy, flexible hours, and/or work-at-home privileges. Find what works in your business. Other ways to maintain an upbeat environment . . .
Post positive reinforcement messages where people can see them. People need constant reminders. These can be fun, too. You could even ask people to bring in their favorite sayings or jokes, and encourage them to post some in their own offices or work areas (with some boundaries and limits).
Exhibit the kind of actions you want from others. Start with a cheery good morning and take the time for some small, positive talk with your staff.
Rewards boost everyone’s spirit. Acknowledge employees when they have accomplished an important task, been commended by a customer, or met a difficult deadline. No, it need not always be monetary. An afternoon or extra day off, an acknowledgment at a staff meeting, or a certificate of outstanding service can also make the point (and make you points).
Be free and sincere with compliments. This is about simply noticing the little things individuals (or teams) do and say. Don’t be afraid to engage in non-business talk occasionally. These actions must be sincere, so be careful not to go overboard and come across as superficial.
Nip the negative in the bud. As the saying goes, “stuff happens!” Individuals and companies have “bad days” or experience negative events. Make this adage part of your company culture: “It’s not what happens to you that matters, it’s what you do with what happens to you.”
Build your company culture around solid core values, maintain great attitudes, and take care of your team – that’s a pretty good success formula.
More coming on the topic of what to do when things go wrong. See you next time.