How good compliance builds better workplace culture.

Have you ever noticed that some companies have a great culture full of staff happy to be there, willing to support each other and to put in extra effort for the team?

Whereas walking into other workplaces makes you feel uneasy. The staff there seem tense, disconnected, and uninterested in doing anything for each other beyond their own job. 

What is the difference? How are the better cultures made?

Business author Daniel Coyle says that three skills are needed to make a tight and productive team: Safety, Vulnerability and Purpose.

The foundation stone of these is safety.

Humans are exceptionally good at reading social cues, and when entering any environment the first feeling they get is whether they feel safe there. If they do, then they will want to stay. If they do not, they will have to fight their instincts not to leave.

Coyle observes that people build trustworthy relationships only when they feel that there is a future to the relationship.

Unsupported risk of an incident involving injury has teamwork flying right out the window. It may involve hazing, and can easily generate animosity with others on the team, especially towards those giving the orders.

This is a place of anxiety, which comes with fear that your time in this place may be short-lived. Conversations tend to be short and impersonal, the work performed will be only what is paid for, and there is little to no culture of teamwork.

Compare that to being in a room where people feel secure, that each other will be there for a long time to come. People pay attention to each other, and actively seek to engage, share and help each other. Their body language invites conversation, they freely express their concerns and suggestions, and they form great teams that will put in extra effort for their teammates.

From here, Coyle’s other two ingredients for great team culture fall into place: In a place of security, people can talk more openly with vulnerability, expressing their fears and having them accepted. 

Purpose comes in soon after, as when the actions of a company reinforce its values, all who work there can reinforce them and make them stronger. People then feel they are part of something larger and greater; a set of principles and common purpose that they feel is worthy of their extra attention and efforts. 

Compliance and accreditation standards are there for a number of reasons, personal safety of your workers being only the most obvious.

People on a team might feel that they are not safe to speak up about their concerns, fearing that this would break some bond of trust, blowing the whistle on their company and co-workers. Of course, if they DON’T speak up, they may be blamed for an incident and dismissed anyway.

Having an independent body to ensure compliance and accreditation means that your workers’ concerns can be raised and dealt with without any of them having to go through this anxious dilemma. We say what they may feel they cannot.

ACASA takes that burden off their shoulders as well as yours to make sure that all the safety procedures are followed, and all the proper licences are held by key people. We do that so that everyone in your company can relax and get on with forming good bonds between each other, secure in the knowledge that each of them and the company itself have a strong future together.

Call ACASA, and we will handle your compliance and accreditation matters so you don’t have to, and you can enjoy working with a more relaxed, safe, secure and close-knit team.