Having a recognizable corporate culture is important in building a brand. Microsoft, Apple, Shopify, and Zappos Inc. are all great examples of companies that claim some of the most exciting cultures to work for in our generation – all with similar strategies.
The common secret is making employees feel like their part of a bigger purpose - not just part of a money machine as well as feeling valued by the work they do. Here are five tips that can better connect your corporate culture with your employees:
Every day, someone will do something good for your company. So why do most companies only have one employee of the month? Recognition goes a long way with employees – and it costs nothing! Stop waiting for extraordinary and appreciate the small victories weekly or even daily.
Yes, corporate culture helps grow companies, but if employees don’t feel like they are evolving with the company, they begin feeling outgrown (or not at useful). Everyone wants the opportunity to learn more and do more – they want to see the potential of their ideas to help with the success of the company. Allow your company a budget to help develop your employees’ skills and passions and see the ROI in employee satisfaction and loyalty. Give them new opportunities to put into action their new skills and encourage them all along the way.
Employees love to feel included and considered. Open communication is the key to trusting the process. Employees should feel that the culture represents them just as well as it does the company.
Ask your employees what means most to them. Use collective ideas to inspire your culture rather than expect your employees to conform.
This is where the Rhonda pulses really shine! You can create a wide variety of pulses to help augment face-to-face conversations.
Ask them how their week is going, rate their current assignment, what do they need to ensure high-productivity. When you send out a pulse, it typically is received as open invitation to provide honest feedback.
Sure, campaigns are useful in the process of collecting data or releasing information, but they can also be a great way to connect with your employees. Run campaigns that give your employees the opportunity to have a voice and incentivize them for having one.
When you run a pulse or survey, you can turn on the feedback tracking (assign a low score to a manager or a particular leader) and inform your employees that they will be truly heard. This way they know that their voice has been heard and the company is actually doing something about it!
Sometimes it’s great to give your employees a break from their daily grind. Organize social outings, gatherings, and events to get to know your co-workers and employees outside of their job title. Keep in mind that your employees are often spending more of their week with the people they work with than their actual families.
Culture is defined as “the arts and other manifestations of human intellectual achievement regarded collectively.” The key word there is collectively. As we have learned here at IMI, culture is directly related to the behaviors and voices of our employees. At the end of the day, everyone just wants to be themselves. The more they can do that the more originality stems from your culture.