learn to manage your expectations.’ Influential people have
an obligation to inspire and motivate, not crush and diminish.
The environment was one of slogging status quos. Life, and
by extension, work, should never become a series of tasks to
be completed just so we can move onto the next task. That’s
drudgery, which usually yields nothing of real worth.”
Theiss is of the mindset that company culture is about much
more than benefits and perks. “Yes, people like perks. Who
doesn’t? They don’t have to be huge or expensive. What they
have to do is make good people feel appreciated and that they
belong to something special. And that concept isn’t modern, it is
timeless,” he concluded.
Tra-C Garcia, vice president of training for JK&T Wings,
believes a positive company culture can be accomplished simply
by creating an environment where people are appreciated and
acknowledged for the contributions they make. This includes
showing staff the value they bring to the business, and, often,
the incredible impact they have had on the lives of others. “It is
so important to celebrate every win and ensure team members
feel great about what they do every day. We seek every opportunity to do this,” she said. “We encourage the sharing of ideas
and solutions to challenges our company faces. We seek to
empower people by encouraging them to use their voice and
make decisions. We grow together as a result.”
Another Buffalo Wild Wings franchise company that firmly
believes in the power and practice of positive culture is World
Wide Wings. The company established four pillars of success
to guide its human resource operations: select the right people,
set expectations, train and motivate. When combined, company
culture is the common denominator throughout these four
pillars, making it an integral part of the company’s structure.
World Wide Wings made sure to define its company culture
from the very start: when it opened its first restaurant 10 years
ago in Hillsboro, Oregon.
World Wide Wings franchisee Joe Janaszek suggests
promoting employees internally before hiring externally as much
as possible to ensure company culture is maintained organically. “Currently, 22 of our 29 general managers started with us
and were promoted into their positions. We measure results and
celebrate wins when expectations are achieved because it provides
forward momentum,” he continued. “Our culture is similar to a
winning sports team where everyone, every day, is focused on
winning, proud to be on the team and work together to be the
best. Our character flows through our organization because we
treat everyone right, we have respect for everyone and we care.
When you live your values, it manifests because people trust you.”
In sum, company culture is a cornerstone in developing and
keeping the staff and spirit that best complement your business.
By using techniques as simple as celebrating and acknowledging staff accomplishments or committing to promoting your
staff through the ranks before seeking external hires, positive
company culture can be obtained without expensive gimmicks.
Lead the way with positive and clear communication while
rewarding excellent work, and your staff will follow. S
KRISTEN PEREZ is the FBS communications coordinator.
She can be reached at [email protected] or
678-797-5161.
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