please review the post below and note what stands out to you about the list and what you would change:

Helena Nova-Thatcher

The culture of an organization is influenced by every individual who is part of the organization. I view the culture of every organization as a relationship between how each individual affects the organization and what effect the organization has on each individual.

Here are the top three elements I think seriously hinder effective organizational culture.

1. Lack of clear communication:

Effective communication is important to maintain a healthy organizational culture. When there is a breakdown in communication or it is inconsistent, it leads to misunderstandings, rumors, and lack of alignment. This can create confusion amongst employees, cause a lack of trust, and result in reduced morale. Without effective communication, employees begin to feel disconnected from the organization's goal and strategies, which can lead to decreased effort, engagement, professionalism, and productivity.

Example: A franchise I worked for several years ago was essentially a family business but had about 30 other employees. All the major decisions were made behind closed doors without sharing the outcomes with the rest of the employees. This affected the entire team when changes were made. Some of the big changes were company-wide and involved more than our station and were known by the owner for a quite some time.

1. Micromanagement:

Micromanagement is harmful to a positive organizational culture. When employees are constantly monitored and directed in every detail of their work, it lowers their ability to perform independently and stifles creativity. This can result in frustration, reduced job satisfaction, and delayed personal and professional growth. Micromanagement signals lack of trust in the employee's abilities, which can negatively impact motivation and overall engagement.

Example: Working for a large PSAP (911 call and dispatch center), the supervisors would stand at their perch and monitor everyone's calls and runs. Then they would yell out "you have this or that holding" even if it was just a report of something that happened hours ago, did not need an officer response right away, and was on the board for less than 10 minutes. In an already stressful environment, that added pressure and lack of trust in employee's judgement, caused me to seek other opportunities.

1. Lack of employee recognition and development:

The failure to acknowledge and reward employees for their contributions and growth can seriously damage organizational culture. When employees feel undervalued or sense their efforts go unnoticed, they may become disengaged and start seeking opportunities elsewhere. Additionally, not providing opportunities for skill development and career advancement, can lead to dissatisfaction.

Example: Working for an organization/department that was experiencing extreme staffing issues, being grossly understaffed for a long period of time, caused the remaining employees to work long hours, mostly 12-hour shifts four or five days a week, and sometimes even on their off days. The amount of overtime and the effort and dedication of the remaining employees was not recognized enough and there was no extra effort from the human resources department to improve the staffing crisis. Being so severely understaffed also caused the remaining employees being denied for other, possibly better, positions within the organization.

Dishonorable mentions:

1. Lack of work-life balance:

An unhealthy work-life balance can negatively impact organizational culture. When employees are expected to prioritize work over personal life and well-being, it can lead to burn-out and higher turn-over rates. Neglecting employee's personal well-being can cause the organization to foster an environment of stress and dissatisfaction, which can further lead to loss of valuable talent.

1. Resistance to change:

When an organization, or even just a single supervisor or manager is resistant to change or adapting new technologies, methods, or strategies, it can hinder innovation and growth. Such resistance can also lead to missed opportunities, all because one or more "person in charge" fears the unknown or has the desire to maintain the status quo.