And there’s no doubt that it makes all the difference. In fact, research shows 57% of employees have left their job because of their leader, with 32% considering leaving their role because of poor management. When employees are happy, they are a business’ best ambassadors. But on the flip side, if employees are unhappy, they’ll vote with their feet. So much so that 34% of UK employees would prefer to be unemployed than unhappy.
So, how can you lay the foundations for a watertight company culture?
1. Set out clear company values and goals
This point is crucial not only for attracting new employees but for retaining existing ones. Research from IBM found employees are more likely to accept jobs from companies that are aligned with their sustainability values. Clear company values go well beyond ESG, however.
Laying out expectations for a community of collaboration among employees is essential for building a strong company culture. This starts with setting clear values and goals for the organisation and fostering an environment where employees feel comfortable sharing ideas and collaborating. One way to do this is by setting ground rules for how your office operates, such as "blame the process, not the person" and "generate light, not heat."
Finally, bring your employees in on the company’s journey. Tell them the ambition and set the roadmap to get there. By bringing them along for the ride, you’ll find your team are far more likely to be bought in to your vision for the business.
2. Focus on employee engagement and motivation
Motivating and cultivating employees is key to keeping them engaged and satisfied with their work.
But this isn’t about pizza Tuesdays or a regular Zoom meeting. Employee engagement and motivation starts with asking your employees what engages and motivates them. Staff surveys are a great way to gauge the office mood and respond in ways which create actual impact.
It comes down to communication. Keep your employees informed about company goals and progress, recognise and reward those who perform well, and support those who might be underperforming.
Growth and development are a huge part of this. Offering the right training and skills lets your employees develop their talents, and in turn will contribute to office productivity.
Finally, look to your benefits. A lot of businesses let this crucial piece of the puzzle slip them by. But choosing benefits that actively improve your employees’ lives is a one-way ticket to improving employee engagement and motivation.
3. Create a workplace that works for everyone
Creating a workplace that works for everyone is the most important building block of all. 63% of employees currently work flexibly, and this number is only growing as people wake up to the benefits of hybrid working. Granting employees the flexibility to impact their own work schedule, be that through location or timings, will create a sense of value and job satisfaction.
It will also support health and wellbeing, as well as unlocking a new talent pool for your organisation. After all, parents need to work flexibly. Single parents especially so. And if your business can offer flexible working where others may refuse, you’ll have first access to talent.
A workplace that works for everyone is also an inclusive workplace. Setting clear Diversity & Inclusion (D&I) expectations isn’t just the right thing to do, it will also attract a wider pool of candidates and allow you to retain top talent.
In fact, companies which prioritise D&I have been proven to perform better financially.
More to come…
At GRENKE, our people are the heartbeat of our business. We’re continuously working on how to take care of them and be the leaders we know our employees deserve.
To help you develop your own people management skills, request a copy our latest ‘eGuide to People and Business’ below.
