Five steps to creating a healthy corporate culture

Each organization has its own culture, based on its values, corporate priorities, the people who work there, and much more. These factors mix to create the essence of a company’s daily work environment – its culture. Corporate culture is healthy when employees feel valued, confident, comfortable, and know they have ample growth opportunities. Our comprehensive guide offers free templates and expert tips for implementing an inclusive corporate culture.

Improve employee engagement

We talk about employee engagement when employees are “emotionally and psychologically attached to their jobs and workplace,” which is crucial for companies that want to have good employee relationships and business success.

First, evaluate and then act. You can’t solve problems you don’t know, and it’s a good idea to start by simply asking employees how engaged they feel in their work and work environment. A simple investigation can provide essential information in this regard. To this end, it is often important to define a clear context and evaluate the results obtained to compare your company with other companies of the same size in the same business sector.

Increase employee retention

Staff turnover has always been a concern of employers, especially in some commercial sectors, such as the catering industry. However, there are examples of companies and career paths where employees have stayed for 20 years or more.

However, in recent times, the trend in resumes is to show periods of one or two years spent in different companies.

  • Periodically offer fair salary increases. Many employees looking for work are interested in better pay; therefore, it is essential to regularly raise salaries to ensure competitiveness against other companies.
  • Offer career opportunities. Many employees who choose another job, especially millennials, feel they haven’t been given adequate opportunities to advance their career path.
  • Make them feel safe. One of the main reasons employees change companies is job stability. Employees tend to leave companies where there are too many layoffs or where there is a sense that goals are set randomly based on executives’ whims.

Offer flexibility in working hours.

Today’s employees no longer want the traditional eight hours a day, five days a week. The companies that people are most attracted to are those that offer more flexibility, such as teleworking, four-day workweeks, and / or flexible hours that allow them to show up at any time, as long as they guarantee the set number of working hours.

  • Our research reaches similar conclusions, revealing that flexible hours and the ability to work from home are options that affect the decision to accept or decline a job offer.
  • Over half of employees say they would change jobs if flexible hours were available.
  • 37% of workers would be willing to change jobs if allowed to work remotely at least part of the time.

Improve employee communications

Conventional unilateral performance reviews, to be held once a year, turn into more progressive forms of employee communication. Today’s workers want consistent feedback, clear goals, and a collaborative, fair, relevant, and encouraging work environment. You can improve communications with a few simple actions.

  • Keep communication channels open. Frequent and informal contacts with managers allow employees to understand how their daily work fits into company objectives. Our data shows that employees who discuss their goals and successes with managers at least every six months are nearly three times more likely to feel engaged and motivated at work than other employees.
  • Make yourself available. Not just when employees have questions, problems, or concerns. When communicating with employees, make sure they feel heard by clarifying and rephrasing what they say to make sure you understand. Show empathy, let them know that you recognize their frustration and help them solve their work problems.

Create a strong employer image

Nowadays, companies need to create a double reputation: as employers, they need to have a “brand” as strong as that of their products. Unfortunately, many companies neglect their image as an employer, devoting few resources to it or completely ignoring it. While the company doesn’t need to invest the same amount of money as it goes into external marketing strategies, it is still important to pay due attention to its reputation as an employer.

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