5 Qualifiers You Need to Know About Company Culture
Do You Know These Company Culture Ideas That Lead to Employee Engagement?
Guess what’s taken center stage as a way to save expensive rehiring costs and improve performance? It’s company culture. While your employees certainly aren’t likely to work for free or turn down vacation time, company culture is now taking a more dominant place in decisions about where to work. An engaged employee is one that sticks around for the long haul, so how do you create a culture that promotes engagement?
These five qualifiers about company culture will help you define what the feel of your culture should be and get the right steps prioritized, leading to improved employee engagement:
It’s about more than just having fun together. Don’t think that you can solve all your engagement and retention issues with a ping pong table or an inviting break room. While a fun place to build personal connections is a great piece of the full culture picture, you need more than just fun. Your employees need to feel respected and valued, in addition to learning how to have fun together. Make sure employees are free to share their opinions without fear and that they feel heard in meetings and discussions.
Investing in company culture is good for your business goals. When your employees are engaged in their jobs and show up every day excited to jump back into a project, your business is better off. You’ll significantly improve your retention (studies show a 50 percent improvement in retention when employees are engaged) and you’ll build customer loyalty and brand recognition. You can’t pay for better advertising than an employee that tells others how much they love working for you.
Culture doesn’t have to break your budget. Don’t get overwhelmed by the thought of developing a comprehensive culture plan. You can start small and make a small investment in advancing the engagement of your employees. For instance, begin by conducting a survey that gathers your employees’ thoughts about company culture and their satisfaction levels. You can also initiate coffee hour discussions with small groups of employees to get a feel for their place in your organization.
Another great way to introduce an improved company culture is by taking time to hire the best fit for the culture you want. This means including a behavioral assessment in your hiring process, so that you have a reliable predictor of how a candidate might fit with the company culture you’re building.
When you lead by example, culture multiplies across your organization. You can tell your employees all day, every day about the culture you’re building, but to get it to permeate your company you’ve got to model it. As you and your core leadership team work to demonstrate engagement objectives, encourage all employees to take ownership of efforts to improve culture.
It won’t happen instantly. When you examine a company with a culture that you want to emulate, it’s easy to get overwhelmed by the different ways they encourage engagement. Instead, remind yourself that they were in your place at one point, knowing that engagement was ideal but not knowing where to start. Get a couple of objectives started, making sure that they are measurable, and set dates for benchmarking and review, just like you do for other business objectives.
PI Consulting Group can help you learn more about building a solid company culture. Using the PI System and other data-driven tools, PI Consulting Group is your partner for creating the company culture that retains employees and builds your business.