According to Deloitte’s Global Human Capital Trends 2015, company culture and employee engagement are driving issues for organizations around the world. These words get thrown around a lot, and rightly so.
Here is how CultureIQ approaches the two topics:
What is organizational culture?
Organizational culture is the environment, the setting, the social norms, the office rituals, and the language of those working in one workplace. Or more simply, it’s how things get done in an organization.
What is employee engagement?
Engagement is the manifestation of a strong company culture. In other words, the stronger a company’s culture, the better employees understand what is expected of them and what they are working toward. They are more likely to develop the passion and commitment to a company. And then follow a whole bunch of benefits– higher productivity, better customer relations, lower turnover, etc.
What is a High-Performance Company Culture?
To achieve employee engagement, you have to start with company culture. Or more specifically, a high-performance culture. High-performance companies are the ones leading their industry and recruiting the top talent (think Google). These are companies with a distinct culture that allows them to stay competitive in the employer and financial market. If you want to dive deeper into this topic, you can read more here.
Employee engagement? Company culture? The struggle is real.
87 percent of HR leaders state that company culture and engagement are their biggest challenges. Why the long faces? There are several reasons.
For starters, employees are very much like customers. With the changes in the job market, employees have greater opportunities than they had in the past. This puts employers in the position of having to actively attract employees, all while employees’ perceptions about work are changing. For the most part, they no longer prioritize staying at a single job until retirement, and instead, they are more likely to choose a job that interests them and aligns with their passion and values. Cue organizational culture and employee engagement.
A culture can’t just be a recruitment tool for attracting candidates. Instead, it should be designed and managed for long-term value. Keeping employees engaged in their jobs by providing training opportunities, the latest in technological advancements, managerial support, and an open mind about what makes a great workplace environment, companies can evolve to keep pace with employees’ expectations to really drive success. The key is that this is an ongoing process. Engagement doesn’t just happen– you have to focus employee needs over time, and use that to drive a strong culture.