We work with members, supply partners and each other. We also participate in community events. It doesn’t matter who you’re dealing with. Everyone should receive that same level of attention. This is Us has become an expectation in our organization here at Capstone.
HCB News: The 5th item calls for the practice of "blameless" problem solving. What does that mean?
KS: This is one of my favorites. It is so easy for any of us to become focused on a problem that we get stuck in figuring out where the issue originated instead of working towards a solution. Creatively applying a focus on working towards a solution in a meeting, rather than digressing into whose fault it is that the issue arose in the first place leads to more productivity and less finger pointing. This is not to say that an issue never needs to be addressed, however. Making sure it is addressed at the right time and place is the key.
We are holding ourselves accountable for that space versus always trying to divert the problem on someone else. That way, it’s not anybody’s fault that the process isn’t working, but raises the question of how we can come together to find a way to improve.
HCB News: What are some suggestions for other companies looking to implement a better corporate culture?
KS: Get to know your employees. It’s hard if you’re a larger company, but it can start anywhere. Assuring team members know they are valued and appreciated is necessary.
We do employee“shout outs” or“high 5’s”that we highlight in our team room. It’s a board where we post things from our members or suppliers, and anything in the community that is a shout out to our employees or to the company as a whole.
Once a year, we do internal shout outs to one another and display them on the board. Everyone in the organization sends something to me, expressing their appreciation for coworkers in the organization. Team members are then able to see what’s been said about them, but they don’t know who said it. I keep that anonymous. It’s not about “who gave the accolades.” We’re focusing on celebrating one another’s success.
We do different types of gatherings, such as lunch and learns; we have read Radical Candor, a book about giving constructive criticism in a clear but kind way; and team trainings to focus on how we relate to one another and our work place preferences.
For people’s birthdays, I send out a personal birthday card to each person and tell them what they mean to our organization to let them know we’re celebrating them that day. I mail it to them versus just putting it in their box. Little things like that authentically mean a great deal to employees.