Culture is a word that is the evergreen center of the corporate world. Every issue that the organization faces would in some capacity touch upon the culture of the company. Often questions like “what can be done to change our culture” weave their way into issues encountered. Though culture constitutes an important part of any organization, it is often misunderstood. Thus, it leaves the corporations and the leaders stunned when trying to expand or change the organization’s culture. How can culture be measured when faced with leveraging existing efforts?
Culture Defines Employee Engagement
Give a concrete definition to what your organization means by culture. The “way” things are done has come to define culture by contemporary standards. It constitutes of the values, beliefs, behavior patterns, rewards, and artifacts that influence the attitude of an organization. Often ‘employee engagement’ is interchangeably used to define culture.
However, engagement is more concerned with how employees feel how things are done. It is a testament to the commitment of the employee to the organization. Still, it is undeniable that both factors are interwoven and influence each other. With the appropriate kind of culture, you can attract the right talent that leads to an increased level of engagement.
Conversely, initiatives that work to increase engagement result in discovering cultural issues plaguing the company and the methods to rectify them. There is a couple of structured data element that might prove useful when trying to establish a culture within your organization.
Try to Understand Indicators of Culture
Many a times, indicators such as engagement scores and turnover rates become inadequate indicators of culture. It is a challenge that has to be overcome to foster a better community. The first barrier that has to be crossed is the dismissive attitude towards employees. Often employers complain that their employees are “whining” or “they do not realize how good they have it”.
Such an attitude negatively impacts the culture of the organization. The need is to actively listen to employees, with an open mind, so that potential issues can be weeded out early on. The following can be useful tools to gain an insight for the leaders:
Why are such measures necessary though? According to a study conducted by Gallup, companies that engage their workforce actively are found to outperform their competitors by 147% in earnings per share. The question, therefore, is whether you are willing to take the leap towards building a unified company culture?<< back to Content