Corporate culture in the crisis: 5 do's and don'ts for HR professionals
Press / November 19, 2024 / with Christoph DrebesPress Release
Munich, 19th November 2024
According to Mystery Minds GmbH, the ongoing economic crisis is putting companies under enormous pressure, often leading to uncertainty that negatively impacts the behavior of managers and employees. Committed, loyal employees are needed to overcome the challenges. Mystery Minds offers 5 do's and don'ts for HR professionals regarding corporate culture.
- Don't - Leave it to the grapevine: When rumors and uncertainties circulate, fear and disorientation result.
Do - Communicate clearly: An open communication style helps avoid misunderstandings and the spread of misinformation. Employees should also be informed about problematic developments: After all, disclosing concrete figures on business developments or even necessary layoffs ultimately builds trust. - Don't - Blame: It is tempting to shift responsibility and look for someone to blame for economic problems, especially in times of crisis. However, if employees feel that mistakes are not handled collectively but are delegated to individuals, this creates further tension and a negative dynamic.
Do - Promote a positive culture of failure: Mistakes should be seen as learning opportunities and dealt with collectively. An open culture of failure creates space for innovation - even in times of crisis. HR professionals have a special responsibility to support this. - Don't - Treat all employees equally: What sounds democratic and fair regularly turns out to be a cardinal error. Not all employees have the same demands and needs. Embracing diversity also means recognizing and respecting differences.
Do—Promote people with skills: Individual professionals and managers often make a company's difference. They need special support from a positive work environment. Ideally, they become ambassadors for specific issues. - Don't Focus on difficulties: When the focus is on weaknesses and problems, employees quickly lose motivation and confidence in the company's future. A negative outlook reinforces the feeling that mistakes and deficits characterize everyday work.
Do - Celebrate success: Companies should highlight positive milestones and celebrate small achievements. These moments of recognition promote a sense of accomplishment.
About the author:
Christoph Drebes
Christoph is an entrepreneur from Munich and co-founded Mystery Minds in 2016. Mystery Minds' mission is to make the world of work more human by creating meaningful, personal connections between colleagues. The remote-only team already works with over 250 international companies, helping them to strengthen internal networks and overcome silo mentalities.
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