Developing Your Workplace’s Identity
Leaders are vying to capture the best and brightest minds to fill roles in their companies, and culture is a key ingredient in this process. In fact, in Deloitte’s Global Human Capital Trends Report, 82 percent of leaders believe that culture is a potential competitive advantage. As workplace culture continues to dominate the conversation of recruitment, engagement, and retention, many are realizing the importance of providing a positive experience for their teams. While workplace culture is a trending priority, few understand the importance of having a deep-analysis approach to sustaining their workplace culture. Without an intentional and proactive approach to engaging with your culture, candidates and employees can begin to feel the effects of a culture identity crisis.
Not sure if your culture is consistent? In order to avoid an identity crisis, here are three examples of where culture consistency is needed most.
Candidate Experience vs. Employee Experience
Creating a favorable interview experience is paramount to finding quality new hires; however, is that experience consistent with their post-hire experience? According to a recent article, new hires quickly leave new jobs because the job description didn’t match the actual position, or they felt they did not receive enough training for their role. If your new hires are leaving because they felt the experience was disingenuous, it’s a good time to take a step back and think critically about your employer brand and your employee experience.
Immediate Supervisor vs. Leadership
An employee can look up to their CEO and not care for their immediate supervisor. Unfortunately, regardless of how great the senior leadership team is, people respond to their relationship with their immediate supervisor. In fact, a recent Gallup study found that 50 percent of their 7200 respondents left their jobs to get away from their managers. That’s a high statistic, and also a telling sign that something is amiss. Don’t forget that people are not toxic; their behaviors are. Executive leaders can create a mentorship relationship with their up and coming supervisors to help nurture emotionally intelligent leaders that build positive relationships with their direct reports.
Leadership vs. Core Values
A company’s core valuesare the guiding principles that dictate behavior, action, and decision-making. They aren’t just meaningless words plastered on the company letterhead—they should have meaning, and this meaning should start with the leadership team. Are your leaders driving the core values of the company? Employees tend to behave the way they are treated, so make a habit of applying your core values in everyday work life. It’s no secret that many organizations are focused on providing the ultimate employee experience. After all, engaged and talented employees are what make or break companies. That said, interest in your workplace’s culture isn’t enough. Think of your workplace culture as a living organism that requires routine upkeep in order to thrive. Maintaining a strong and consistent workplace culture means that leaders have to make it a priority. Considering that the best organizations also have desirable organizational cultures, investing in workplace culture seems like a no-brainer.Having trouble sorting out your workplace culture identity? We’re here to help!