How To Build A Strong Company Culture

The key to a successful business is happy employees. The key to happy employees is a strong company culture. 

When people are happy to come in to work every day, it makes them want to do better. Enjoying your office space and work surrounding is so important. By keeping employees happy and comfortable in the office, they will perform better.

Now that you know why its so important, here are some ways that you can improve your company culture:

Creative work space — Non traditional office spaces evoke creative work out of employees. Sure, having a desk and personal space to get your work done is important, but collaborative spaces have also proven to boost company culture.

Create a common space where employees can go to work when they need a change of pace. Everyone works differently, perhaps some employees would do better with a standing up desk option, while others might prefer to work on a couch with a lap top. You are doing your company a dis service to limit these kind of options. 

Flexible work hours — As I mentioned before, everyone is different. Not every employee will come in and do their best work from 9-5. Some people are feeling energized and ready to work really early in the morning and might like to come into the office around 7AM, while others cannot be productive in any capacity before noon. Grant the flexibility to your employees and watch the work quality sky rocket.

Foster an environment where people want to be — If employees enjoy the space that they work in, they will perform better. Company culture doesn’t come out of nowhere. It is up to the employees to participate. Hold weekly contests for some friendly office competition, start some clubs in the office that people can attend after work hours. For example, a yoga club led by someone in the office who is particularly fond of yoga. Wednesdays at 6 you all meet in the lounge and engage in a relaxing session before going home for the day. Not only are you potentially learning a new skill, you’re spending time with people from your office in a non work related way, allowing you room to get know your coworkers.

Social activities out side of office — Incentivize employees to meet goals with group outings as the reward. Happy hours are a great and easy thing to plan to celebrate the hard work of your employees that also goes along well with my last mentioned point. When people like the people that they work with, they are more inclined to come in and do their best. When they really enjoy to be where the work, they will go the extra mile. They will stay late to get some extra work done because their friends are staying late as well. 

Best Practices: Training Employees

Training employees so they can know the ins and outs of their job as insurance agents is vital to their own personal success, as well as the success of your business as a whole. Perhaps what’s even more important than training employees is the way you execute training.

Often times, agencies do not train employees specifically for their job duties. In turn, this leads to employees being disengaged in training, and it ends up being somewhat of a waste of time. Instead, everyone in the insurance agency should be trained based on their specific position and not a position that they are not specialized in, nor should they be. For example, a receptionist should not be in the same training circle as an employee in service since a receptionist has different duties that involve looking up clients instead of servicing business. Though the receptionist should have a general understanding of how the service works, it is not necessary for him or her to go through intensive training for a position other than his or her own.

Amigo MGA, LLC

In addition to catering training based on separate departments of your company, there should always be a set date and time for training so that your employees can get on a regular schedule. Your company may even have a certificate program that lasts for six weeks, scheduling in 2-3 hours of training each week in different segments. According to an article published on InsuranceJournal.com:

“Make a plan for dates and times for training. Post where everyone can see. No vacation time during the training period should be scheduled. Someone in management that can answer specific questions about the standards and processes must be present in every session. Questions should never be left just hanging in the air,” (Alexander, Best Practices – Training & Implementation).

Furthermore, your staff should understand that training is a vital necessity of their job, and they should take it as serious as any other part of the workday.

Having a staff that is fully engaged during these important training sessions means that they are eager to learn more about their job, and in turn will boost company confidence. If any questions arise, your staff should be open about asking them – and higher-level managers and company executives should be prepared to answer anything that comes up. It is also imperative that if there is something that member of your staff do not understand during training, they let the trainer know so that they can leave the session with full clarity in what is being taught.

Remember, training employees should be taken very seriously, and your employees should know that there are consequences for non-compliance, as well as rewards for compliance.