Two Ways for Leaders to Drive a Solid Culture

by Sabrina Son on Mar 21, 2015 8:00:00 AM

iStock_000030407052_SmallThe need to create a strong organizational culture is greater than ever. Last year our Engagement Report found that 64% of employees don’t feel like they have a strong work culture. And now Deloitte’s latest study highlights that culture is the number one challenge organizations face across the world. Let’s take a look at some of their findings about organizational culture:

  • 87% of respondents believe the issue is “important”

  • Among that 87%, 50% cited the problem as “very important”

Seeing as how those numbers have doubled since last year, more people are becoming aware of the importance culture has in the workplace. Deloitte claims that HR professionals are now looking to update the way they measure and manage employee engagement. Here are two ways you can drive your company’s culture from the top down.

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Compelling Culture

Deloitte's study also claimed that employees are more motivated by work passion than career amibition. That’s quite clear when you consider how a lot of us can think of ourselves as career driven. But even with all that ambition, once we set foot into a toxic work environment, we lose all motivation to complete our work.

Avoid creating a work environment that’s stifling. Move the desks around or designate certain areas for teamwork and others as quiet areas. Consider having monthly catered lunches that allow employees to de-stress and let loose. Instill small changes that will make your work environment more compelling and enjoyable.

Track Engagement

If you want to really tackle culture, you’ll also need to make sure engagement is a corporate priority. And that starts with the leaders. You’ll need to find a way to keep tabs on employee sentiment, and we’re not talking about the annual employee survey.

Consider using pulsing surveys to source employee feedback weekly. By leaving little waiting time, you’ll be able to measure and keep track of how your employees’ engagement levels change in real time. Of course, you’ll also need to take action on any feedback that you receive from your employees. If there’s an issue, address it. Don’t let it linger, because that’s how you send employee out the door.

Organizational culture is a competitive advantage. But you need to start from the top. Leaders need to lead by example, create a compelling environment, and constantly measure engagement in order to build an aligned culture.

 

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This post was written by Sabrina Son

Sabrina is the managing editor for the TINYpulse blog. A Seattle native, she loves her morning (or anytime) coffee, spending her weekends on the mountains, and of course, the famous rain.

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