Douglas Greenberg shares tips on how to build a positive and diverse organizational culture

Douglas GreenBerg  Shares Tips on How to build a Positive and Diverse Organizational Culture

As we sink deeper into the world of globalization and technology, organizations are now working on creating a diverse organizational culture for all. According to Douglas Greenberg a financial fiduciary, you don’t have to enrol in the best career coaching course to know how far diversity can go when enforced and combined with inclusion. When an organization has a strong culture, three things are achieved– a lot of feedback delivery, eagerness to work and excel, and enthusiasm to work with everyone.

Let’s not forget what every career consultant tells us–that employees are the biggest asset for any successful company says, Douglas Greenberg. Therefore, it becomes imperative for employers to engage in discussions that recognize, support, build, improve, and grow their employees. This means concentrating on the minorities alone doesn’t work, but focusing on all employee strengths does.

So, how do we recognize and build a positive and diverse organizational culture? Douglas Greenberg shares some of the lessons he has learned from offering advice to business owners.

Good communication 

Nothing encourages an employee more in the workplace than knowing that their leader has their interests at heart. From his experience, Douglas Greenberg notes that employees feel safer in an environment where they are encouraged, supported, and appreciated. This can only work when there is good communication. If you can walk into your manager’s office and explain why a particular project didn’t go as expected without fear of being judged, then we can acknowledge there is good communication between you and your employer. It also encourages a positive review process of the project that helps provide better results in the future.

Strong social and work connections

Have you ever encountered an employer who took the trouble to help you out when they didn’t have to? How do you feel about working for them? You got that right; positive and diverse organizational culture does not recognize supremacy. Employers can bond with their employees and develop healthy work relationships while still maintaining their status. According to Douglas Greenberg, when an employer sacrifices their time and works with their teams from the ground, employees become more loyal, collaborative, and trustworthy. They are also more productive, charismatic, and effective in their service delivery.

Equality is encouraged

The main reason why diversity is encouraged is to create equality. Diversity is all about welcoming and supporting indifference. We all cannot have the same skills, like the same things, or have the same tastes and styles. Douglas Greenberg recommends embracing differences between people in terms of gender, age, race, culture, and other areas who work as a team and even achieve more when we learn to embrace each other’s strengths. If you are good at math, your colleague could be good at typing, another at speech, and another at organizing projects, says Douglas Greenberg. When all these talents and skills are combined, better and faster results are produced. That is the real beauty of diversity and in the process, you have created a cohesive team in which each person plays a role and feels  good about the end results.

Observation of diverse cultures, traditions, and celebrations

Coming from a different religion, race, or gender has nothing to do with our work experience emphasizes, Douglas Greenberg. That is why our backgrounds and cultures should be admired, respected, and valued. When diversity and inclusion are incorporated, a lot of talent is realized and nurtured. Diverse organizations are unbiased and don’t hire or reject employees based on their gender, religion, or race. Instead, they look at each individual and judge them according to their merits rather than their individual backgrounds.

Rome wasn’t built in one day; neither is diversity in the workplace. However, Douglas Greenberg feels that there is a need for collective contribution and collaboration. Executive leaders in the company must work harder and go the extra mile to ensure that every employee feels appreciated. 

 

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