“It may not be discussed every day, but culture is always there in the background, affecting every bit of work that gets done – or does not. It’s the human factor” – Paula Morgan, Forbes
It is not just about money anymore.
In the last few years, the culture of an organisation has been increasingly important to employees, potential hires, and clients.
A 2019 survey by Glassdoor, found that 77 percent of adults would consider a company’s culture before applying for a job there, and 79 percent would consider a company’s purpose before applying.
The shifts in our working habits following Covid-19 have made us examine every aspect of the workplace experience. A company’s culture is no exception. In fact, company culture and how we embed said culture has never been more important.
As performance consultants, company culture is one of the first things we take a close look at. Culture can have a significant impact on employee satisfaction, engagement, and performance, as well as the overall success of the business.
An organisation’s culture can be shaped – positively and negatively – by a variety of factors, including the company’s mission and vision, leadership style, communication patterns, employee attitudes and behaviours.
We aim to determine the following: is the organisation abiding by their own standards? is their culture reflected in every action? Are company values being continuously promoted? A disconnect here can be a cause for all kinds of problems internally.
Several businesses that we have worked with presented issues that stemmed from weak cultures and out-of-date people strategies. They may be having trouble retaining staff or recruiting talent, or there is dissatisfaction amongst employees and complaints about ineffective or overbearing leadership.
Sometimes it is simply a case of a company’s culture not being palpable to a modern, dynamic workforce. The working world has moved on and staff priorities and expectations have shifted. Similarly, how companies are communicating their culture often needs modernising. With more people working flexibly and remotely, how an organisation ‘lives’ its values must translate from in-person to digital spaces.
When a company has outdated expectations of its employees, or it is falling short of their suggested values, it makes them a less attractive employer. People leave companies because they find other professional contexts more appealing. It is as simple as that.
So, how can you determine if your organisation has a good company culture?
Assessing culture can be subjective and, longer term, it may be helpful to gather feedback from employees and identify areas for improvement.
In the meantime, a good starting place is to ask yourself the following:
Your answers may provide you clear insight into where you need to focus some of your organisation’s energy. It will be worth it.
One of the best things about building a positive culture is that it can be done with any budget, at any size company and within any industry. It won’t happen overnight – a strong company culture takes consistent time and effort but, if employers take the time to genuinely invest in the happiness and well-being of their workforce, a positive culture will grow and thrive.
Learn more about how we can support your workplace culture and people management strategy.
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