Take some bold steps and help your employees and business partners open up to real change and help them start thinking again to longer term. Send a message that you are ready to commit to new ways of thinking and that that includes a commitment to success of your employees in changing workplace.

1. Reconsider your company vision. A vision statement uses future to help analyze present. It must have a message that everyone from CEO to receptionist to your freelance workers can understand and put into practice daily. Vision is match that lights fire of potential in people. To do its job, a vision must be long-term, meaningful in a human context and appeal to a higher purpose. Make several drafts of your vision and circulate them to people who’s opinion you value inside your company and out.

Ask yourself and others these questions:

Does our vision lead to action? What will your customers be looking for from your company? Can you live with this vision? Are you willing to act in accordance with it even if times get rough?

2. Devote more time to management of people power. People issues only seem to capture our full attention during times of crisis. Give them time they deserve by setting up regular monthly staff meetings to discuss HR issues only.

This is a challenge for every company owner and manager. You have tremendous plans for growth and expect a lot of your employees. But do you know if company is meeting your best employees’ expectations? Are you providing type of environment that supports high productivity and high quality? Do you really want to know?

If you do, consider creating a Company Performance Review to find out what your company culture really is. Find out how employees feel about their environment and morale at your company. The Company Performance Review asks employees if they see certain behaviors occurring at your company – behaviors that could kill a company over time if left unchecked. It will help you determine if there are ethical issues you need to be concerned about in your company.

This review must be completed anonymously, or employees won’t be comfortable answering honestly. The object is to make all employees suddenly more aware that actions that are sometimes common in companies can do real and lasting damage. It takes effort to increase recognition of ethical issues to make it easier to begin setting standards.

For instance, here are some questions you might consider asking employees – but only if you are ready to deal with answers in whole culture (don’t kill messenger).