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The Company Culture Confusion Conundrum

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The Company Culture Confusion Conundrum

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How would you describe your compay's culture -- and would your colleagues give the same description? Culture may be in the eye of the beholder, but to bring everyone together you'll need to take a closer look at what they all see and experience.

How would you describe your compay's culture -- and would your colleagues give the same description? Culture may be in the eye of the beholder, but to bring everyone together you'll need to take a closer look at what they all see and experience.

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The Company Culture Confusion Conundrum

  1. 1. The Company Culture Confusion Conundrum
  2. 2. • A solid organizational culture encourages good work and happy employees while making retention and recruitment easier. • So, most businesses are on board with the idea of having a company culture. • The problem arises when there is company culture confusion. 2
  3. 3. • It’s an all too familiar situation: • The C-suite has one idea of the company’s culture • Employees have another understanding of company culture • New hires are getting a different perspective, too 3
  4. 4. • It’s not that culture is missing, but rather that it means various things to the diverse stakeholders. • First, we’ll quickly cover what workplace culture entails. • Then, we’ll explore the causes of culture confusion. 4
  5. 5. The Value of Work Culture
  6. 6. • Company culture is a competitive advantage today. • Author Richard Barrett notes: “Who you are and what you stand for have become just as important as the quality of the products and services you sell.” • Work culture captures the vision and values of the organization in behavior and intent. • These attitudes and beliefs shape: • How employees are treated • The working environment • Relationships with customers • Overall policies in place 6
  7. 7. • A focus on company culture brings many advantages: • Encourages employee investment in a shared goal, which can bolster productivity and drive innovation and creativity • Provides a healthier environment for employees, reducing stress and improving well-being • Increases employee retention — an important point when a 2020 Work Institutestudy tells us voluntary turnover increased by 88 percent in the last decade • Drives higher revenue since the business benefits when employees feel that people are put before profits 7
  8. 8. • Every company’s workplace culture is uniquely influential. • It is much more difficult to realize the benefits of positive work culture when each stakeholder has a different view of the company’s culture. • Think of it this way: what does the word transparent mean to you? It can mean quite different things to various individuals. • To the employee it might mean being apprised of the factors going into decision-making around benefits, promotions, or raises. • Yet, to the manager making the plans, it might only mean letting people know a decision is made. 8
  9. 9. The Company Culture Confusion Conundrum
  10. 10. 10 • Creating a cohesive company culture is further challenged by factors like: • Management style • Internal procedures • Onboarding processes • Multiple office locations • Department silos
  11. 11. • So much of business success boils down to management style: • If one senior leader has a collaborative bent and works hard to cultivate individuals, people in that business area will have one view of culture. • The team working for someone with low emotional intelligence who has difficulty delegating will have another experience of culture. • It won’t matter at all what the C-suite or HR says about culture: Lived experience is more impactful than words. 11
  12. 12. • Internal procedures are a hot spot for company culture confusion. • But the beliefs, assumptions, and norms, and values that underpin culture are made visible through business processes. • If a business intends to be inclusive and respectful of all employees, this value only becomes culture when the written code of conduct is enacted in behavior, complaints are heard, and staff are involved in decision-making processes.
  13. 13. 13 • Start communicating culture on day one – if not sooner. Candidates and new hires are looking to gauge culture. • It’s how they decide whether they will “fit” and “feel comfortable” working with you. • Include culture in your onboarding process by providing employees with a sense of organizational norms — both formal and informal. • Cultural onboarding is 69 percent more likely to retain employees for three or more years.
  14. 14. 14 • Work culture is generally viewed as a company-wide element. • But even within a single work environment, individuals with different roles may have their own cultural conclusions.
  15. 15. Avoiding Culture Ambiguity
  16. 16. 16 • “Customers will never love a company until the employees love it first,” notes work culture author Simon Sinek. • That’s where a strong culture comes in: A consistent, shared view of company culture will improve interpersonal relationships among staff and between leadership and staff.
  17. 17. 17 • Now that you’re convinced company culture confusion needs to be addressed, you’ll want to know what to do about the problem. • Stay tuned for more on this subject, including strategies to help get everyone in the organization on the same page regarding workplace culture. • In the meantime, it's a good idea to survey employees at all levels to better understand how your company climate is viewed. • Our Company Culture Survey Template can help: https://www.sogosurvey.com/survey- templates/employee/company-culture- survey/
  18. 18. Want more? Binge watch… Read the full blog… Like some podcasts!
  19. 19. Have we met socially?
  20. 20. Thank you!

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