Engaged employees produce great work and have loyalty to the organization. This SlideShare discusses eight rules that will help create and maintain a passionate work culture. This passionate workplace culture will drive superior results to organizations.

1. WORKPLACE
PASSIONATE
CREATE AND MAINTAIN A

2. Happy, engaged employees
create better customer
relationships, produce great
work, and are loyal to the
organization.
WHETHER YOU’RE A SMALL OR LARGE BUSINESS
OWNER, EMPLOYEE ENGAGEMENT IS VITAL TO
THE SUCCESS OF YOUR ORGANIZATION.

3. In 2014, ‘culture’ was the word of the year as
many people searched for workplace culture,
in addition to the general term ‘culture.’
Furthermore, happy employees usually work
at places with great culture.
culture

4. Growing interest in the
culture-success connection among
business leaders is heartening. It
suggests more and more will take
seriously the idea of creating a
great workplace—one with trust,
pride, and camaraderie.
“
“
Source: http://blog.octanner.com/culture/culture-the-word-of-the-year-for-2014

5. How do you get happier
employees and a better
workplace culture?
In Paul Alofs’ article, he discusses eight rules for
creating a passionate workplace and how it’s a
significant and long-term investment. The goal
for any business owner should be to “cultivate
good people and keep them.”
Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture

6. for creating
a passionate
work culture
Hire the Right People
Communicate
Tend to the Weeds
Work Hard and Play Hard
Be Ambitious
Celebrate Differences
Create Space
Take a Long View
8RULES
Alofs’

7. Hire the right people
The interview process is more important
than you think. It involves asking the right
questions and knowing what the
applicant's true passions and career goals
are. Don’t hire based on credentials or
experience only, hire for fit.
1
?

8. What do you love about your chosen career?
What inspires you?
What courses in school did you dread?
Where do you see yourself in five years?
What are your looking for in a organization?
GOOD INTERVIEW
QUESTIONS INCLUDE:
Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture

9. Communicate often
Make sure you’re in constant communication
with the people you hire. Having monthly or
biweekly “check-ins” shows employees that
you value their work and success within the
organization. That’s why proper onboarding
and taking advantage of connection
opportunities is key.
2
Source: http://blog.octanner.com/insights/onboarding-with-appreciation

10. Check out this sample onboarding
process for organizations.
Source: http://blog.octanner.com/wp-content/uploads/2014/05/Onboarding-With-Appreciation-Chart.pdf
CLICK
HERE

11. Great cultures grow around people who
listen, not just to each other or to their
clients and stakeholders, but also to
what’s happening outside their walls.
What is the market saying? What is the
zeitgeist? What developments, trends,
and calamities are going on?
“
“
Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture

12. Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture
Tend to the weeds
Every organization has the employee(s)
that gives off a negative vibe or spreads
concern around the office. These “weeds”
are not only toxic to the passionate
workplace you’re building, but are not a
good fit with your organization. Remember:
“Constructive criticism is healthy, but
relentless complaining is toxic.”
3

13. With mean people it’s all about me, me, me.
This brings up an interesting parallel for
those of us who work in health care: Can you
see the similarities between this kind of
behaviour and an infectious disease?
Meanness is a toxic behavior, and it tends to
spread quickly. So what might you do to
combat such an illness? Why, you’d eradicate
the source—by whatever means necessary.
“
“
Source: http://blog.octanner.com/culture/find-the-right-fit
— PATIENTS COME SECOND: LEADING CHANGE BY CHANGING
THE WAY YOU LEAD

14. Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture
Work hard and play hard
A culture where everyone
understands that long hours
are sometimes required will
work if this sacrifice is
recognized and rewarded.”
“
4
The work ethic of your organization should be clearly
defined to your employees.

15. Be ambitious
No one gets anywhere by playing it safe.
When creating a passionate workplace
set realistic goals so that the culture
will continue to thrive in the years to
come. Don’t rely on fads now that may
be extinct in 20 years.
5

16. Celebrate differences
Again, when interviewing potential
employees, seek people from all sorts of
backgrounds (careers, education, location).
It adds more creativity to projects, ideation,
and interaction—which in turn strengthens a
passionate workplace. Also, employees can
contribute more with their own unique ideas.
6
RESUMÉ

17. Create the space
Does your office space promote interaction? Or
are all employees crammed into separate
cubicles? Open office spaces allows for more
interaction, relationship building, and bonding
that different departments wouldn’t get
otherwise. If this isn’t an option, designate areas
where employee can meet, lounge, or interact.
Remember, most people rank employee
relationships close to the top of the list
concerning their job satisfaction, so why not
help employees achieve this?
7

18. Take the long view
Make sure the future goals of your organization are
aligned with the passion/essence of your
organization. Although short-term goals are easier
to see and achieve, it will stunt your culture
growth. Make a five year plan that will help your
organization create a legacy within the industry.
Being known for your work is one thing—being
known for your culture and passion is another, and
the reason why organizations outlive others.
8

19. The culture needs to look
ahead, not just in months, but
in years and even decades.
“ “
Source: http://www.fastcompany.com/1837853/8-rules-creating-passionate-work-culture

20. THE BOTTOM LINE OF A PASSIONATE WORKPLACE IS
TO APPRECIATE GREAT WORK.
Employees who consistently perform
well and do great work are more likely
to work at organizations with excellent
recognition practices than organizations
with excellent benefits.”
“
A recent study found that the most important thing
a manager or company can do to cause employees
to do great work is recognition.
Source: http://blog.octanner.com/culture/what-employees-really-need-to-innovate-and-produce-great-work
IN ADDITION TO RECOGNITION, THE STUDY ALSO FOUND THAT:

21. What are you doing to
create and maintain a
passionate workplace in
your organization?

22. Get the latest recognition and culture insights.
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23. O.C. Tanner and The O.C. Tanner Institute
O.C. Tanner helps the world inspire and appreciate great
work. Through our innovative cloud-based software, tools,
awards, education, and research, we provide thought
leadership and strategic recognition solutions for thousands
of clients globally. Designed to engage talent, increase
performance, and drive corporate goals, our solutions create
personalized recognition experiences delivered through a
smart technology platform.
The O.C. Tanner Institute regularly commissions research and
provides a global forum for exchanging ideas about
recognition, engagement, leadership, culture, human values,
and sound business principles.