Performance culture mirror
Is your company’s performance culture growing?
A performance culture can be spoken of when people have to be brought to performance less by external drive and pressure, but give their best of their own drive or inner conviction. If employees feel that it is worthwhile to work for this organization, to bring the company forward, to be part of the success, then they bring performance all by themselves.
A healthy performance culture is therefore the basis for realizing the full performance potential of all employees and thus of the entire company.
The performance culture mirror measures the performance culture in your company. It was developed in cooperation with the Institute of Psychology at the University of Würzburg and validated according to scientific standards.
Measuring performance culture
How exactly does a corporate culture have to be in order to be considered to be conducive to performance?
Aspects with performance focus
Focus on success
With a high degree of success orientation, managers and employees always keep an eye on the overall performance of the company. In doing so, they strive for growth and productivity. Employees and managers are characterized by a professional way of working and have a high quality standard. The achievements of the employees are recognized monetarily and experience ideal appreciation. Typical of a success-oriented culture is that successes and milestones are celebrated.
Strategy and expectation clarity
With a high degree of this dimension, employees know what is expected of them, as responsibilities are clearly defined. This is supported by the fact that the entire organization pursues a uniform and clearly communicated corporate strategy. Together with the employees, precise and realistic goals are derived that provide orientation. In addition, employees are informed about decisions relevant to them in a transparent flow of information.
Innovation orientation
Companies with a high level of innovation orientation see great opportunities in the further development of the company and its employees. Both managers and employees are open to new ideas and think beyond system boundaries. Old habits and processes are critically questioned in order to achieve improvements. The willingness to try new things is high, as failures are accepted as part of the development process.
Aspects with a cultural focus
Trust and responsibility
Organizations and companies with a high degree of this dimension give their employees the freedom to work independently. This promotes independence and initiative. Managers place trust in their employees and give them room for manoeuvre in their design and decision-making.
Constructive cooperation
In companies with a strong constructive cooperation, collegial exchange is promoted. Employees support each other, even across divisional boundaries. Managers give their employees constructive feedback and offer solution-oriented support. At the same time, reliability and commitment are promoted. Employees and managers are capable of both conflict and consensus.
Employee orientation
Companies with a pronounced employee orientation have a high level of appreciation for their employees. They are guided by humanistic values and see each employee as an important part of the whole. Managers recognize and promote the potential of their employees. The creation of a positive working atmosphere and the promotion of employee health are important to the companies.
How do I implement performance culture in my company?
We contribute our ideas of a performance culture of a new format from experience and inventiveness. We know that every client has his own ideas about how much change must and may be. We are committed to this. The client determines the limits within which our ideologies can come into their own. For a personal interview, please contact Wolfgang Saaman at +49 761 21680-0.
Do you have any questions?
Contact us!
