In order for an organization to be successful its leaders need to commit to creating an internal architecture that fosters autonomy, mastery and purpose. In other words they need to develop a culture that practices respect, offers support, encourages self starting empowerment, acknowledges contributions and listens to suggestions. It is imperative that the aims and core values be collaboratively agreed upon and followed because everyone espouses them. There must be open, honest and clear communication shared with everyone so that each team member understands how they fit into the organization, feels valued and therefore will be engaged and purposeful in the fulfillment of their responsibilities.
Supervisors need to get to know their team members so that they can help them to reach their potential, increase and enhance their skill set, and feel able and enabled to make decisions, solve problems and offer creative input for the betterment of the organization.
When employees feel confident, capable, rewarded, supported, and recognized for their contributions to their team, they are more efficient, more productive, more innovative and much happier in their work. In fact, they enjoy their jobs and willingly want to provide ideas that will make processes, systems, products and services better. They will also treat customers and clients respectfully and courteously, becoming excellent ambassadors for the organization.
The sad fact is that many companies are so focused on the bottom line that they forget that their most valuable asset is their people. So their culture does not support the principles laid out above. As a result, they often make money in spite of themselves rather than because of their business approach. In the end, they can find that they have disengaged, unenchanted employees, merely collecting a pay check but not much interested or caring much about the company. Changing a culture of apathy is an extremely difficult undertaking, therefore, it is much wiser to take a step back when starting a business to consider what you want long range: a successful, long term venture with a happy, engaged, results oriented work environment.
If this is your strategic vision, then committing to setting that up, nurturing it, exemplifying it, and only tolerating those behaviors which support it, must be your aim. This is not an easy task, however, in the end you will be ensuring that your business will be around for the long haul and that it will most likely be profitable because you developed a culture for success.