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12 / Dec / 17
By Mary Obozua
Author

Things to learn from award winning cultures

Culture the product of your employee engagement levels

The topic of culture remains an important aspect when looking closely at employee engagement, as it is arguably the evidence of the level of engagement within the business. I've found when analysing employee engagement surveys, that companies with low levels of employee engagement usually also have poor cultures. Issues such as low morale, lack of consistent communication, leadership issues, lack of trust and involvement are the common words used to describe day to day working life.

Tony Hsieh from Zappos had this to say about the business mind-set of culture:

"Businesses forget about culture and ultimately they suffer for it because you can't have good service from unhappy employees."

I agree with this statement that culture isn't to be forgotten or ignored, neither treated as unimportant. It should be considered and understood that it is a product of the relationship between employee and employer.

 

Award winning cultures

Wednesday 29th November was an evening to remember for some Survey Solutions clients. It was the night where awards were presented to winners of the Business Culture Awards 2017. Two were among the winners in the following categories:

 

Business Culture Achievement Award: Gold Award - Winner: XPO Logistics

Business Culture Achievement Award: Large Business - Winner: XPO Logistics

Highly Commended: Medicover + Sticky Change

Business Culture Transformation Award - Winner: XPO Logistics

Well done to XPO and Medicover!

 

Here are some of the key points I learnt from our clients:

  1.  Starting point - Establish where you are currently so you can build the plan to improve and grow.
  2. Involve - Get everybody on the journey to achieve the same goal, making the company a great place to work. Share the workload, have the whole team play a part.
  3. Celebrate success - Put in a mechanism to recognise great work and champion it.
  4. Take risks - Change sometimes involves risks and trying things never done before. Building trust across the business helps people manage change well.
  5. Feedback  - “Seek out views on the changes“ it is not always nice to hear things which are a problem, but becoming aware sooner, helps to get it fixed more quickly.
  6. Persevere - Get behind the campaign, particularly the business leaders. Where possible brand the various initiatives, to make them more visible, create excitement and keep the momentum going even through challenging moments.
  7. Get help -  Enlist the help of professionals or expertise to support your action planning and make change happen.

 Clarence Francis, Chairman of General Foods:

"You can buy a man's time, you can buy a man's physical presence at a given place; you can even buy a measured number of skilled muscular motions per hour or day. But you cannot buy enthusiasm; you cannot buy initiative; you cannot buy loyalty; you cannot buy the devotion of hearts, minds and souls. You have to earn these things".

Culture is the outcome of all the steps we take to engage employees, to foster that relationship. The above quote highlights the importance of getting this right, and the positive impact a strong culture can have on an organisation.

 

 

 

 

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