Building a Company Culture That Can't Be Denied

Building a Company Culture That Can't Be Denied
From Recruiter - February 8, 2017

Culture is like a hairstyle: Everyone has one, even if theyre bald. Drew McLellan, head of Agency Management Institute

Company culture may have only recently caught on as aworkplace buzz phrase, but the idea itself is as old as the workforce. A culture is developing in your business right now, gaining life simply through the actions and beliefs of the people who clock in every dayregardless of whether or not you choose to actively build it. From the company mission statement and the workplace values all the way to the free coffee in the break room, culture is being formed right before your eyes.

On Entrepreneur, Single Grain CEO Eric Siu recaps some stats that show us exactly why so many companies are working to build strong cultures these days:

- Companies with poor cultures have a job turnover probability of 48.4 percent, whereas organizations with rich cultures have a probability of 13.9 percent.

- Companies with high levels of engagement see a 19 percent increase in operating income and 28 percent increase in earnings growth.

- Companies with low levels of engagement see a 33 percent decrease in operating income and an 11 percent decrease in earnings.

Have you ever taken the timeto consider what it is about your company that sets you apart from competing organizations? While culture isorganic, allowing it to form on its own with no guidance from you or your executive team means you are leaving organizational performance up to chance. A little unsettling, isnt it?

Building acompany culture might seem like a huge undertaking, but its a lot easier if you communicate with the people who know what your culture needs the most: your talent.

In its Pulse of Talent survey, human capital management tech company Ceridian asked employees to weigh in on matters of culture and engagement. Heres a little bit of what the survey found:

Skill and Leadership Development

Sixty-three percent of employers said training programs played a role in their culture-building strategies, which is in direct alignment with what employees want. According to the Pulse of Talent survey, employees list training programs as the No. 1 most important driver of culture, with career development options following at No. 3.

This is probably the best news for businesses. Employees want to build their skills, and they want to do so under their current employers with the hopes of advancing within the organizations at which they already work. If employees have those opportunities, theyll be less likely to feel unsatisfied or to lookfor new work elsewhere.


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