Company Culture Work Success Article

Humans thrive on having a pecking order. Company structure, alpha male, top dog, queen bee, better half, boss around here, or whatever you call it; there is no single company, family, community or nation that does not have a pecking order – no matter how subtle it may be.
Humans obsess with pecking orders, some aim high, always striving to raise their position within companies and advance their own career path, while others look to simply control a team, becoming control supervisors, team leaders and managers, to ensure they can support their family better, or find that this level of management suits their skill set.
Either way, only the best, look to lead others with kindness, trust and empathy, using leadership mentality to guide them on their journey of success.
This social order that humans create is the bond that brings some teams together while for others, it becomes the destructive force in their midst.
Beyond that of management, some staff feel they have a right to impose personal pecking orders – having been employed first, being older, being ‘in’ with the manager, having done more training, and other methods they use to intimidate other workers – usually to maintain their own position around their own insecurities.
These individual ego’s of self-importance are not hierarchies that impose emotional intelligence. They actually create destructive forces in the workplace. How you manage them can make a big difference to them, and the staff around them.
Why do staff have such varied reactions to the human pecking order?
Weather its documentation that needs signing by management, or gentle guidance to get the job done right, the higher up the pecking order you are, the more control you have over the difference between ‘work sucks’ and ‘work success’ attitudes in your staff.
The culture that you create in your workplace will have an enormous impact on all staff and therefore on all customers and clients. It’s also guaranteed that staff talk about their work outside working hours. They talk to partners, friends and family as a natural part of enquiring about each other’s week. What would you like them to say about their work?
The conversation will go beyond this too. A woman talking to her friend saying ‘My Son works at xyz company. You should see how they treat him.’
This all impacts your company image, regardless of any advertising you do.
Managers at the top of the pecking order, create a waterfall effect, with everything they do or say. From a conversation to a post-it-note, and email to a poster on a staff notice board. All communication is part of that pecking order and it all affects the emotional responses of staff, at all levels.
Management are the difference between a dream team of smiles and dedicated staff, or the traditional hierarchy that is so often depicted in the movies, as the bad-guy who’s about to meet his three ghosts.
Why does hierarchy create so much stress in the workplace?
Weather its face to face communication, or a simple post-it, every single interaction with staff has an emotional affect. Communication can just as easily soothe emotions but it seems to take a little more thought and time. There’s a reason for this but that’s back to cave-man and his ability to survive in the wild.
Cave man’s self-protective emotions would have to be quicker than his social emotions. This ensured he would survive. It was no good being nice to the lion, only to be eaten before his protective instincts kicked in.
Imagine it today as that moment that someone jumps out at you as a prank. You jump because your first instinct of survival always work more instantly than the instinct of kindness – a much more cautious reaction.
Today, we need to stop and use our secondary instinct of kindness more often. Many mangers however, feel under threat socially and financially as a result of staff actions. They feel that staff threaten their target, threaten their success, or they feel uncomfortable around certain members of staff who have excess emotions.
As a result, these managers respond naturally to threat by using their survival instinct first, but in today’s modern work-culture, we need to retrain our brains to use that second instinct first and save the first instinct of survival, for controlled and necessary times only. That’s when it becomes a powerful leadership tool, rather than a destructive personality.
Ripple Effect – The difference in a simple choice of words, or style of delivery.
With workplace stress being at such high rates, and the pecking order being a massive contributor of workplace stress; what is your company doing, to ensure your managers and team leaders, take control of their own emotions effectively, so they can take staff under their wing and raise them up to new heights?

Through emotional intelligence training, Kay helps managers and leaders understand where emotions in the workplace, create blockages in productivity and how to create a company culture, geared for success.

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