What are the key elements for creating a high performance culture which can increase organizational goals?
From Pakistan, Karachi
For high performance culture you need to quantitatively and qualitatively monitor activities. Some of the suggestions are as follows:
Implement an effective performance management process which is KRA based and objective
Leader should feel empowered and their capability to be improved
Increase communication and connect various departments through communication programs
Identify training needs and have training programs with clear goals and follow up action.

From India, Mumbai
Just training, having an empowered leader and defining KRAs with a robust performance management system would be only a step towards it. Culture building exercise is a process, which needs to comprehend where you are and where do you want to go. Benchmarking with the best practices would follow. Thereafter you need to introspect into your systems of work in all domains and develop a model that would work within your existing culture, monitor the same very closely and evolve the right approaches through cross functional teams, keeping the benchmarks in mind.
Over a period of time, when you are confident that you have organised attributable add ons that have been by and large imbibed, conduct an Assessment Centre to demonstrate what changes have come about and to make everyone visibly able to discern through measurable competencies as to how much your organisation has evolved culturally.

From India, New Delhi
nathrao
3102

Organizational culture is a set of shared assumptions that guide what happens in organizations by defining appropriate behaviour for various situations.[Ravasi and Schulz)

The way work gets done in an organisation is its culture.

Put in place a PMS with a merit based system to separate high and low performing employees.

Standards are to be set for individual,departments,teams and at organisation level as a whole.

Your reward system should be transparent for all who get benefit.

The company should articulate shared goals and objectives.

It should be made well known to all stakeholders

Empowerment and authority should be strengthened at all levels in the organisation.Air of mutual trust and accountability among employees will help company to quickly react to market changes,varying information from market etc.

It should be every time-I have to ask the boss.

Inspiring employees,developing a total customer centric focus,training and development to cope with changes in technology and market should be introduced.

But it must be remembered that changing organisational culture is not easy. Commitment from the highest level should be seen and encouragement down the line that the change is beneficial to all.

In the context of changing organisational culture this statement is important :“To change a culture, you have to change the conversations.”

The way management speaks to employees gives distinct signals.

A method of conversation,measure of trust in dealing with employees can help bring culture change which will benefit employee as welll as customers.

From India, Pune
The top three key items are #1, #2, and #3 below.
Employers keep hiring the wrong people to be their managers and then they wonder why they have so few successful, engaged employees.
Successful employees have all three of the following success predictors while unsuccessful employees lack one or two and usually it is Job Talent that they lack.
#1. Competence
#2. Cultural Fit
#3. Job Talent

From United States, Chelsea

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