From the Top Down: How You Run Your Business Sets the Tone for Your Company Culture

I was so pleased to see the December issue of USGlass magazine recognizing the contributions of women in our industry. We have terrific women in many positions in our company. I cannot imagine where we would be without their insight and contributions. I salute all women, wives and daughters who have joined the business to manage, support and contribute to the glazing industry. None of us would be here without you.

I see this firsthand in our company daily, and this was even more apparent at the recent Glass Expo Rocky Mountain™, held in Denver in January. The number of businesses owned or managed by women was impressive. I’d guess that among exhibitors and visitors, it was nearly a 50-50 split between men and women.

Developing a Culture

I’m not sure that’s the case everywhere, and companies that have yet to expand operations to include people from all walks of life are missing out on fabulous contributors.

Companies develop their culture from their leadership. If you’re unselfish, open to ideas, fair to your workers and demand of them only what you demand of yourself, they’ll respond in kind and work as a team to accomplish the company’s goals.

However, if you follow a policy of micromanaging, insincere comments and disrespect, you will not be as productive as you’d like, and you’ll find yourself with people who are looking for their next stop. I spoke to one of my coworkers about a company where he used to work. His immediate boss was at another location and called him every morning asking what needed to be done that day, told him how to do it, and finally, at the end of the day, called and asked what he got done. This sort of micromanagement will drive good
people out of your company soon. The cost to find and replace staff has and is rising. Why would you make working for you miserable?

That’s Not Me

I can see someone reading this and saying to themselves, “Well, that’s not me. I’m only trying to teach them what they need to know to be a good employee, an asset to the company.” And in their mind, they think that they’re right. But are they?

Are you the kind of manager who, when asked a question, doesn’t take a moment to answer but instead sends a memo on how to handle the problem? You just wasted a teaching moment and lost some respect from the individual. How many times can you do this until they have no respect for you?

Or what about the manager who lies to his boss about what’s happening? Are you trapped in that cycle? It’s hard to decide what to do, even though it’s always better to tell the truth than to try to keep the lies straight. Leaders do not want people who lie and gossip in charge of anyone or anything. We must deal with the truth.

One last comment about Glass Expo Rocky Mountain, I had the extreme pleasure of seeing the “Godfather” himself, Lyle Hill, and spent some valuable minutes soaking up his wisdom. I was so happy to see him out and about. Love you, Lyle, and I look forward to the next time I get to spend time with you.

Craig Carson is the vice president and general manager of 8G Solutions in Denver.

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