July 2019 - Nand Kishore Chaudhary

Take your Company Culture to the Next Level

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Creating a successful business means developing the company culture that attracts world-class talent to your organization. Without a supportive and creative culture, the people you hire will be temporary, and you can forget about accomplishing any long-term goals.

These days most companies are working hard to create a culture that fits their needs and organization best. However, try as they might, some businesses end up creating a toxic environment, which can be worse than having no established culture at all.

“A great culture can encourage recruitment, retention and long-term happiness among employees,” according to a post written by the Forbes Coaches Council. “A toxic culture, on the other hand, leads to high turnover, low productivity, and poor team morale.”

There are clear warning signs to look out for if you suspect that a toxic environment may be formulating. While it is best to recognize and fix the problems as soon as possible, sometimes we cannot see what is right in front of us. One sign of a bad culture is that there is a false sense of peace and unity. In turn, it leads to a climate in which people are afraid to be honest if negativity arises. In the long run, this creates resentment among employees. The solution to this is to ensure everyone that they are free to speak their mind when issues arise. Make them feel comfortable when discussing negative things about work. No one should feel like they will be punished if they complain about something.

Second, restricted interaction among employees and teams can hamper progress seriously. When people keep to themselves, there is not a free and flowing exchange of ideas. Creativity is hindered, and the organization does not move forward. Gossip is one thing that is hard to avoid, and it is difficult to find a company where people do not partake in this bad habit. However, an organization that has people continually gossiping is one that does not have a strong foundation. In this kind of environment, people feel free to talk negatively about their bosses and co-workers instead of respecting them. In turn, this wastes time and creates hostilities. While it may be hard to enforce, it can be a good idea to create a policy that discourages gossiping. Then make sure that workers are listened to so that they do not feel the need to gossip with others.

Lastly, an obvious sign of a toxic environment is a high turnover rate. Employees won’t stay long with an organization if they are unhappy and feel stifled. Creating an environment where everyone is valued and respected can lead to long term results that will bring your company’s culture to the next level.

Self-Management Empowers Employees

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Jaipur Rugs founder, Nand Kishore Chaudhary, promotes Self-Management in Employees

Jaipur Rugs

Big companies mostly operate within a set hierarchy. The CEO is at the top and, top-level executives trickle down to manage the masses. There has always been a clear delineation between the employees and those who tell the employees what to do.

Thankfully, things are changing, and conscious companies are breaking the mold of the traditional business model by allowing employees to delve into a self-management style of working in the company culture. Having a rigid management style does not make sense because we, as individuals are quite capable of completing tasks when we are away from the office.

The sun rises and sets every day by itself; flowers continue to bloom without supervision. No one manages these natural forces, nor is a there is a manager or CEO who runs the entire world. So, it does seem counterproductive to put up such restrictions in a business environment.

In traditional business models, more time goes on getting solutions to issues than creativity and innovation. In this type of environment, the employees are not able to bring their wisdom and decision-making strengths to the table. Blocking the employee’s creativity is a missed opportunity to gain valuable insight. Just because an employee may not have a fancy degree or formal higher education does not mean that his or her idea holds no value. On the contrary, some of the most intelligent people I know have never been inside a classroom.

I had always been under the impression that I was the one managing my company. But I slowly realized through mindfulness and consciousness, that as a leader, I was not managing my employees. Instead, I had been restricting them by not letting them make their own decisions.

That is why we initiated a self-management trial with 600 weavers in various villages of Rajasthan wherein they were trained to ensure 100% on-time delivery with zero defect and zero wastage. The weavers were encouraged to be accountable for their own decisions. They were supported in their failures and assured that every mistake is just another learning opportunity. So far the results have been very positive, with 70% of the weavers participating in the self-management program reaching 100% on-time delivery with zero defect and zero wastage!

As leaders, we must be humble enough to trust our employees. Micromanaging does not achieve anything. But, many leaders feel that if they are always on top of employees, only then the work will be done faster and better. Indeed, it is not the case.

In the coming 2-3 years, Jaipur Rugs will be the world’s first self-managed company at the grassroots. And that will be a global case study.

Look for purpose and passion when hiring

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Jaipur Rugs Team

When hiring employees, most companies go through mountains of resumes and CVs, desperately weeding out the wheat from the chaff. Human resources experts have a clear list of qualifications in mind, including proper schooling, skills, and experience. Those involved in the hiring process feel that most qualifications must be met before bringing someone on board. Read More