Getting Your Philosophy Right

A workplace philosophy is different from a personal philosophy in more than one way. A personal philosophy can be developed and changed at your own pace. On the other hand, a workplace philosophy needs to change when productivity is low and changes need to be made. A philosophy is not rigid like rules, but more of a framework for success. A philosophy that is flexible motivates team members to adopt the philosophy and produce results. When team members have the autonomy to produce results using their own methods within the philosophy, they are more willing to go above and beyond the established standards.

If you find your business losing customers and sales, it may be time to change the philosophy. Changing the philosophy is the key to implementing permanent change. Changes that are implemented to help increase customers and sales will only have long lasting effects if your workplace philosophy matches the adopted changes. If your philosophy clashes with the established change, there will only be temporary success before old methods are followed and the sales slump returns.

Motivating staff members is a daily challenge across all businesses. The philosophy of the business is a great way to unite your team under a common vision and goal. This could be as simple as delivering the best product for the customer at the highest level of customer service. This philosophy encourages staff members learn about their customer’s wants and needs, and serve the customer with the utmost professionalism. This will encourage staff to deliver the best product for the customer while bringing in the sales for the business.

Philosophies need to be kept simple and straightforward. Philosophies that are complex and difficult to understand will only promote confusion in the workplace. This will limit your team’s ability to produce at the desired level. A complex philosophy will make implementing change difficult, as staff will each have a different interpretation of the philosophy and apply it in a different way. A workplace philosophy that is easily understood and created for a purpose will be a powerful tool for success.

Philosophy is an integral part of any business and should be understood by every staff member to ensure success for your business.


The Perfect Recipe for Success

It is difficult to pinpoint why any business is successful within their industry. Many businesses offer the same, if not exactly the same, product and can have a varied success and failure rates. Success isn’t built on luck, but built on understanding what factors are positively contributing to the business and what factors are negatively contributing to the business. This type of understanding isn’t limited to a business’s bottom line as it is easily relatable to an everyday recipe from the household kitchen, Chocolate Chip Muffins.

When making Chocolate Chip Muffins from scratch for the first time, it is difficult to pinpoint why your recipe may have failed or succeeded without understanding what each component of the recipe does and how all the components of the recipe come together. The baker needs to understand that there are many ways to mess up a recipe and it is important to follow the already established successful recipe. An example of this is adding extra chocolate chips because you love chocolate. Without the proper understanding of what it takes to cook batter through and through the recipe will be ruined with the addition of extra chocolate chips. In contrast, the recipe’s success is built on knowing that all parts of the recipe are measured out precisely, the mixing is timed, and the cooking instructions are achieved. The baker knows that the prepared recipe has been tried and tested to ensure the success of future muffin batches and only one ingredient should be changed at a time.

Businesses need to take the same approach when adjusting to the ever-changing environment. Businesses need to understand what components of their “recipe” are successful and what components need to be adjusted. It is wise to change the “recipe” in small increments to prevent adjusting the wrong factor causing irreversible damage to the company. The performance of the company will be reflected by how successful the company “recipe” is at adapting to the changing environment. The changes made to the “recipe” need to withstand the test of time and support the business for continued success.

Measure Thrice, Cut Once

In my short career in the hospitality industry, I have been a part of 2 distinctly different businesses, which approach culture in 2 completely different ways.

At “Business A”, I was a part of a company that was extremely proactive in measuring their culture multiple times a year. When I was hired at the company, I was given standards training and a background presentation on the culture of Business A. I was polled on my opinion of the company culture after 1 month and every 3 months after that. This was a great measure of what all staff thought of the culture and if the established culture had any effect on the business and its staff members. With this active and constant feedback, staff members were more aware of the company culture and acted accordingly through their work . This company was pleasurable to work for as all staff members worked together as a cohesive unit and were united under a common vision and culture.

At “Company B”, I was a part of a company that was absent in measuring their culture within their staff members. This business trained new staff loosely and with little consistency. This made it difficult to ensure that all staff members were trained the same way and each staff member was educated properly on the company culture. While working at Company B, there were no measurement tools in place at all for staff members and the company culture. The only form of measurement was related to the yearly business report on earnings. From this report the management determined if the company culture was effect within its staff members. This was a difficult company to work for because it felt like staff members were working in different directions and pulling for different end goals with no united vision.

An effective company actively measures it culture across all departments. It is important for companies to value this information, as it is honest feedback on how the company culture is working from the staff members who act on it. If a company doesn’t measure their culture actively, they might as well not even bother developing it in the first place.