Your Culture Checklist

Transcription

1 Your Culture Checklist Brand new research from the 2018 Global Culture Report shows workplace cultures provide a critical competitive advantage for organizations. Workplace cultures are made up of 6 key elements that, when done well, make an organization a magnet for talent: Purpose Opportunity Success Appreciation Wellbeing Leadership Your Culture Checklist 1

2 COMPANIES THAT EXCEL IN THESE 6 TALENT MAGNETS AND HAVE GREAT WORKPLACE CULTURES ARE: 4x more likely to have highly engaged employees 4x more likely to have employees that are promoters on the standard Net Promotor Score (NPS) 74% more likely to have increased in revenue last year 7x more likely to have employees innovating and performing great work 11x less likely to have experienced layoffs in the past year Purpose Leadership Opportunity Wellbeing GREAT CU LTURE Appreciation Success Your Culture Checklist 2

3 How does your workplace culture look? How do you perform in the 6 Talent Magnets? Use our culture checklist to see where your company culture excels, and where there is room for improvement: PURPOSE My organization has a meaningful purpose that is unique and positively affects others. My organization s purpose is clear and easy to understand. APPRECIATION Great work is recognized frequently. Recognition is given in a sincere and meaningful way. Both leaders and peers acknowledge great work at my organization. OPPORTUNITY My organization provides opportunities for continuous learning. Employees at my organization feel they have a seat at the table. Employees at my organization are able to engage in special projects. WELLBEING People, not production, is more of a priority in my organization. Employees feel a sense of belonging and inclusion. Work has a negative effect on our employees health, both in and outside of work. SUCCESS Employees at my organization feel part of a winning team. Success is talked about and broadcasted throughout the organization. My organization innovates when faced with an obstacle LEADERSHIP Employees feel supported by and trust their direct managers. Leaders encourage and inspire employees to do their best work. Your Culture Checklist 3

4 Once you ve identified which areas you need to improve, leverage these simple yet powerful best practices to start transforming your workplace culture: PURPOSE Tie your purpose to a social good, and align your employee value proposition and customer value proposition to it. Employees want to feel connected to something greater. Articulate the difference your organization makes to the world and highlight the unique benefit your company provides your employees, your customers, and society. When done well, there is an 858% increase in likelihood that employees will be engaged. Communicate your purpose, loud and clear. It s not enough to just have a purpose, employees need to see and hear about it often in order to connect with it: during onboarding, in newsletters and , town hall meetings, posters, and from leaders. When employees see their organization s purpose throughout the workplace, they are 30% more likely to feel inspired towards a common goal. And when they hear about their organization s purpose, they are 26% more likely to believe their customers would be missing something if their organization did not exist. Tell employees how they uniquely contribute to your purpose. Employees want to know how their specific work matters. By frequently and consistently connecting an employee s work to the greater organizational purpose, you not only reinforce that purpose but show the value an employee s work brings to your customers. When employees feel they are doing meaningful work, there is a 61 point increase in employee Net Promoter Score and a 49% increase in motivation to contribute. When employees feel they are doing meaningful work, there is a 61 point increase in employee Net Promoter Score and a 49% increase in motivation to contribute. Your Culture Checklist 4

5 OPPORTUNITY Give employees a voice. Employees want to feel empowered to make a difference in their organization, but many don t feel they have a seat at the table. Give employees the opportunity to give input on important decisions, as it shows their opinions are valued. When employees have a say into big decisions, they are 30% more likely to believe they can influence importance decisions at work. IN THE PAST 12 MONTHS, HAVE YOU WORKED ON A SPECIAL PROJECT AT WORK? Rate opportunities to grow and develop Organization inspires employees toward a shared goal YES 67% 69% NO 57% 49% Utilize special projects. Being chosen to participate in a special project shows employees Employees influence decisions 67% 37% they are valued and have unique talents. It gives them visibility with leaders and peers they may not normally interact with, and exposes Organization innovates when obstacles arise 60% 38% them to new knowledge and skills. Working on special projects affects an employee s sense of opportunity, but also impacts their engagement, Leaders acknowledge great work 64% 42% perceptions of leaders, and motivation to do great work. Have support from manager 69% 51% SUCCESS Broadcast success. Share stories of employee Feel a sense of belonging at work 66% 45% success and victories in town halls, team meetings, s, and newsletters. Publicly recognize employees when they do great work. Highly motivated to contribute 72% 52% When news of success is shared across the organization, employees are 82% more likely to know what success looks like at the organization, Fully support organizational values 75% 55% and 57% more likely to feel appreciated. Allow for safe failure. Give employees the room Understand how I contribute 81% 64% to take smart risks, and acknowledge and learn from failure. When failure is an accepted part of the innovation process, there is 166% more Pride in organization 70% 49% innovation leading to 60% more great work happening. When employees feel their company encourages innovation, 78% are committed to Willing to put in a great deal of effort 73% 53% staying with that employer. Want to stay at the organization 67% 51% Your Culture Checklist 5

6 how to identify when their people do great work, and how to give thanks appropriately. Leaders should be specific about who, what, and why they are giving appreciation, and do it in a meaningful way. WELLBEING Focus on the bigger picture of wellbeing. Move beyond physical wellness and start prioritizing emotional and social wellbeing. Help employees connect to one another, and provide ways for employees to destress and contribute to the community. Companies who focus on social and emotional wellbeing are 52% more likely to have employees feel less stressed than average. APPRECIATION Make recognition a priority. Recognition cannot be an afterthought. It must be given thoughtfully and deliberately. Change when recognition occurs at your organization. Put it first on the agenda of a meeting, in the beginning of the newsletter, or create a special time just for recognition so it is not forgotten or rushed through. Make recognition specific and timely. When praise or recognition is not given after an employee gives extra effort or does great work, there is a 71% decrease in the feeling of appreciation. Teach leaders to make recognition personal. Not all leaders know how to appreciate their people. 40% of employees say the recognition they receive feels like an empty gesture. Establish recognition champions who can teach leaders Make your organization inclusive. Inclusivity doesn t just mean diversity. It s helping employees feel connected to the organization and feel like they belong. Foster a work environment where employees can be authentic and feel valued no matter what their race, gender, age, or background. When an organization s culture is inclusive, employees are 141% more likely to feel a sense of belonging. LEADERSHIP Teach leaders to be mentors and advocates for development. Leaders should be more than managers they should be mentors, focused on advocating for and developing their people. Teach your leaders how to inspire their teams by focusing on their employee s personal growth and connecting employees with special projects. When this happens, there is a 1019% increase in perception of leadership, and 837% increased odds of being engaged. Encourage leaders to get to know their employees personally. Take the time to get Your Culture Checklist 6

7 to know their people and the great work their employees do. This elevates the entire employee experience. When employees feel their leader takes time to get to know them on a personal level, there is a drastic impact on their perception of leaders: MY LEADER TAKES TIME TO GET TO KNOW EMPLOYEES ON A PERSONAL LEVEL CONCLUSION Follow these best practices and begin creating a workplace culture where employees thrive. Refer back to the checklist periodically to gauge your improvements. Focus on creating peak employee experiences in each of the 6 talent magnets, and you ll be on your way to becoming a workplace that retains, engages, and attracts the best people. DISAGREE AGREE My leader appreciates me 20% 84% Read more about the latest research on workplace cultures and get more best practices in our 2018 Global Culture Report. Want a deeper look into your organization s workplace culture? Learn about our Culture Assessment. I feel a sense of belonging at the organization where I currently work 26% 75% My leader supports me 22% 85% My leader is a strong advocate for my development 12% 77% info@octanner.com octanner.com Your Culture Checklist 7