In today’s age, with social media, websites and a digital footprint that can follow you everywhere, it is difficult for a company’s culture to remain unnoticed.
Anyone has the freedom to go online to connect with a current or previous employee of any company. In doing this they can form a judgement on the type of people who work for that business and ultimately the culture that exists within it.
A company that can build and maintain a good culture will benefit from positive word of mouth and employees that are filled with enthusiasm and zest for their role.
A bad review, however, leads to poor talent attraction rates and a very high employee turnover rate. How can company culture be managed? How can the importance of it be instilled in managers? What should employees be looking for and what should they be expecting?
Are you being filled with encouragement, engagement and being nurtured within a hub of talent? Employers must recognise that you cannot expect employee loyalty, at the end of the day, talent attraction and retention should be the forefront of a productive team… is it?
How can company culture be the advantage for both the employer and the employee? Here are 4 tips:
1) Pour into your employees
Companies that wish to instil loyalty and retention into their employees must take time to communicate a ‘culture story’ to employees. How can this be achieved? Simple. Bring staff together and introduce a focus group culture. Open communication channels? Employees want to feel valued and listened to.
Take time to instil into prospective and current employees what the organisation stands for and establish rapport between employees and employer. Once you have established a company culture, start hiring and bringing people on board.
2) Culture inside and outside of the office
Employee referrals can be a common way to bring people on board. Are you living your values outside of work as an employee? Often employees will chat with friends and family about experiences if they are positively speaking about their job the chances of an employee referral are significantly higher.
Culture goes beyond the office, a company culture instilling value, enthusiasm and engagement gives employees a far greater sense of value and motivation to work harder.
Your employees should be your brand ambassadors and if they aren’t, you need to relook at how you engage with them.
3) Hire individuals that represent your company culture already
Are you encouraging employees to write honest reviews of the company? When you are recruiting new members of the team, encourage them to look up the company on social media, looking at reviews and reflections of previous/current employees.
If you are worried about doing this then there are changes you need to make within your organisation. Your employees speak volumes of your management, disgruntled employees are not a good sign. The transparency of encouraging prospective employees to research your company history indicates an honest, integrity driven organisation that prioritises communication.
4) Measure results
If anybody is reading this blog and is thinking ‘what about money?’, ‘company growth?’ or ‘how will company culture help me thrive more in my career?’.
Well, companies should be measuring the effectiveness of having a low turnover rate, a high talent attraction rate and a loyal team. Research indicates that 31% of employees are more productive when they are happy in their position. Research also shows that 10 times fewer sick days are taken by those employees who enjoy their job. 79% of employees state that the reason for leaving a position is due to lack of appreciation.
If these statistics don’t reiterate the importance of company culture, what will? A final statistic I will leave you with…58% of employees would trust a stranger over their manager.
Implement and invest in company culture and measure whether it improves retention rates, improves working relations and fundamentally whether it improves company growth.
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Company Culture Statistics