Organizational culture is the inspiration today’s writings.
Culture in an organization is so important, but it seems that there is much time spent discussing it and little time spent nurturing it. Organizations heavily advocate why they are great places to work to outsiders but do they strive to meet the day-to-day expectations of their own staff?
To me, the foolish fire is working to attract because you think it’s trendy or the way things are done because “everyone is doing it.” It’s creating a big buzz or campaign to attract the best candidates but then falling short once they’ve signed their letter of offer.
I believe that it’s important to have an overall work culture that doesn’t just attract people but keeps them there.
In one large industry, for example, the lures are great salaries, excellent benefits, and a wide array of internal opportunities.
But, when you arrive on your first day and there is no computer for you to work on; when you don’t have a security pass and have to rely on someone to sign you in for days; when you don’t get paid for weeks; it dulls the shine of all that is amazing of that employer. It’s foolish fire.
Heavily promoting initiatives through social media but not allowing staff access is foolish fire.
Encouraging professional development but only within a narrow parameter and scope is foolish fire.
Advocating for fearless innovation but being too risk-adverse is foolish fire.
These all may appear to be minor things but they all add up to the big picture that represents an organizations. The expectations that are set in the day-to-day are critical to maintaining the culture that organizations believe they have.
The power of words: People believe them and employers have to live up to them.