Employers: Here’s how to create a high-performance work culture

Destigmatise “failure” by sharing your setbacks and what you learned from them. If you want your employees to innovate and take risks, show them that it’s ok if things don’t always work out as expected.


Practise “beginner’s mind” instead of “expert mind”. When facing a problem, imagine you’re an alien who has just arrived on earth and are new to the situation. Start from first principles. In the future, things will change so rapidly that we cannot assume that we already know the solution.

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Engage those who are quiet during discussions. Say: “I also want to hear from those who haven’t spoken yet. What do you feel about the ideas raised so far?” Surround yourself with diverse perspectives: people from different ages, genders, working backgrounds, educations, cultures and so on. The wider the perspectives are, the more informed you will be.


Allow yourself and your teams to celebrate victories before moving on to the next thing – celebratory emotions can be very powerful in infl uencing culture and creating loyalty.


Create a culture of constant, informal feedback – particularly important with younger workers. Many believe (erroneously) that millennials and Gen Zs need constant validation, but what they actually want is regular feedback on their progress. This is a generation that has grown up in a statistic-rich world of live feedback (such as from social media likes, comments and real-time gaming rankings), and tend to perceive traditional annual performance reviews as outdated and ineffective.

(Related: Employers take note: the secret to productivity is natural light)


Photo by Toa Heftiba on Unsplash

This article is originally published on The Peak Singapore.


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