How to Develop a High-Performance Culture

Start-ups perform differently depending on their location. In the UK, there’s an entrepreneurial spirit but it tends to be more subdued compared to Sand Hill Road, in the heart of Silicon Valley.

Nevertheless, as an owner, it’s necessary to create a high-performance culture because your competition both nationally and globally is nipping at your heels. Accordingly, here are some tips on how to positively shape your culture to encourage better execution.


Help Employees Identify with the Brand

With so much competition out there, it’s important that employees identify with the brand. When they’re wearing a comfortable uniform, it’s one way to get their head on straight after a weekend away from the business.

Getting some personalised workwear produced that’s emblazoned with the company’s logo gives the business a visual identity. Both employees and visitors to the office can easily identity staff from a distance. This helps to build a sense of group think rather than everyone working just for themselves.


Make the Business Goals Clear to Everyone Internally

A high-performance culture is encouraged when goals or strategic objectives are shared with everyone internally.

Whilst it’s expected that each employee knows how to do their job, when they understand what the company is aiming to achieve, it provides a source of focus. There’s no small measure of pride when it does so. For instance, SpaceX has the goal of creating an interplanetary species through reusable rockets. Every step in this direction moves the company closer to creating this new reality with each subsequent rocket launch cheered on by eager staffers.


Walk Their Talk

Just as creating a positive mindset that’s goal oriented is important for staffers, it’s just as critical for management at all levels to “Walk their Talk”.

The main problem with the rash of companies that hurried to publish their Mission Statement and other public documents was what didn’t come after it. It’s one thing for a business to state what their broad goals are or how they will treat customers and/or employees, but what did they do once the proverbial ink was dry?

Managers must walk their talk when it comes to its actions. It cannot be stated publicly as ‘eco-friendly’ while operating in ways that’re clearly not environmentally friendly. This will strike employees as disingenuous. As a result, they’re less likely to believe, buy into or put in a full effort because of a loss of faith in the management.


Consider a Charitable Component or Bonus Structure

Consider what will motivate staff to perform well.

When a company has values that they agree with, this can be a motivator. Certainly, healthcare companies that provide care or pharmaceutical companies that invent new medicines deliver clear value to people which employees can feel good about when working there.

Money can be a motivator too. A bonus based on performance or profitability of the company provides something extra at the end of operating year.

Another option is a charitable donation based on the company’s profitability. Often initiated from the top, a percentage of the generated profits can be distributed to charitable causes. The best approach is to let each employee nominate a registered charity, so they feel they’re contributing indirectly to a worthy cause.

To get an incredible performance from staff, it’s necessary to motivate them appropriately. Without a positive culture, that’s unlikely to happen.


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