About 10 years ago, I did the unthinkable. I converted from a lifelong Yankee fan to an avid Red Sox fan. The transition was not easy, but I was welcomed with open arms by the Red Sox nation. I have lived through some difficult times as well as a World Series championship.
Through thick and thin, I am proud to be a Red Sox fan. I feel a sense of pride when I talk about the Sox, when I watch a Red Sox away game and see thousands of my fellow Red Sox fans there, and when I wear my Red Sox cap in public. Armed with this pride, every game of the long season is a joy and the quality of my life has improved.
How strong is your pride in your organization? Can you strongly agree with the following statements?
1. I am proud to work for my organization.
2. We are superior to our competitors.
3. When I talk to others about my organization, I say "we" instead of "they."
4. I feel comfortable wearing the uniform or logo of my organization in public.
5. I defend my organization if an outsider says negative things about it.
6. I feel a sense of pride when I read about my organization in the newspaper or a trade publication.
7. I have a good understanding of the history of my organization.
The Problem
Organizational pride is the glue that keeps employees committed to their organization. Proud employees stay committed to their organizations even when their pay is low, they dislike their boss, they are skeptical about the current leadership, or the organization is performing poorly. If your employees lack pride, their morale and productivity are sure to decline.
What to Do
Here are some ways organizations instill and build pride among their employees.
- Communicate the Organization's History: Employees want to feel that they are part of a tradition that transcends their daily workday. Here are some of the stories the employees of some of my clients proudly relate:
- "We started in the founder's garage and have grown to become a half billion-dollar organization in less than 20 years."
- "We are a 17th generation family company, the oldest family-owned company in the United States."
- " In the 1800's we made horse-drawn plows at this same location and now we are one of the world's foremost manufacturers of stadium seating."
My brother-in-law, rembrandtfilms@hotmail.com writes corporate histories for organizations. The book or brochure he creates tells the story of the beginning and growth of the organization. It is distributed to employees, customers, and prospects and helps employees develop a stronger sense of pride in their organization.
- Celebrate Successes: Members of a winning team are proud to be part of that team. Management shares good news such as increased sales, new customers, productivity gains, increased quality, and mentions in the newspaper or trade publications.
- Give Back to the Community: Several of my clients provide millions of dollars to charitable organizations. A few also allow their employees to volunteer for good causes during paid company time. This certainly has helped their employees feel more proud of their organization.
- Emphasize the Value You Provide: Employees are proud of their organizations when they know that it is providing a valuable service to the community and society. For example, I have a friend who is a partner in a medical practice. They specialize in treating life-threatening kidney diseases. He and his partners have saved or prolonged the lives of thousands of patients. He has personally won awards for being one of the best physicians in the state. This is they type of news that should be shared with employees.
Conclusion
Organizational pride is very important and does not have to be left to happenstance. Management can foster and promote organizational pride by communicating the history of the organization, celebrating successes, giving back to the community, and emphasizing the value they provide.
