Culture and its importance
Several studies have found employees value their relationships when organizations treat them with kindness. They desire culture over job roles and seek a healthy environment.
Over the years, organizations have cracked the methods to achieve employee confidence and execute data-driven strategies to build a healthy working environment. Though it spins around an elementary idea of communication, organizations are discovering unique methods to construct a people-oriented culture.
Unsurprisingly most methods are based on data and analytics. Organizations use people analytics to navigate people’s management practices to impart a signature experience. Nothing is done solely on gut feeling. From improving employee retention, workplace collaboration, and diversity, organizations reap the benefits of employing a scientific approach to their processes and culture.
Levels of employee lifecycle
There are many levels at which an organization can implement strategic and measurable efforts, which further decide the overall journey of an employee. The resource-based theory has proven a correlation between culture and retention. It proposes that by making employees feel valuable, you can enhance retention.
I quote an example of Nash Tech India that emphasizes cultural absorption at every level and promotes diversification. It builds confidence in a potential employee and reflects a promising career journey.
So how do organizations create an environment that promotes culture and retention?
The first day is crucial for a newbie and needs handholding. The one already overwhelmed seeks proper handholding. That is when structured onboarding comes into play. It allows the new joiner to quickly adapt to the change and immerse themselves into the new culture Immediately.
After joining, the buddy connects program can be helpful for a newbie to be productive right off the bat. The buddy is a guiding light to the new joiner and helps understand the processes and work effectively. The arm of the buddy acts as a strong pillar of support.
And connecting with them should not be limited to the day of onboarding but throughout the work tenure.
Methodologies for Employee Satisfaction
Organizations are curious to know how satisfied their employees are. As per SurveyMonkey, NPS (Net Promoter Score) is a highly regarded loyalty metric that Organizations use to collect employee feedback to form their business strategy as a part of the retention strategy.
NPS is a strategic number that helps organizations to assess their overall health covering people and process areas. One of the unique ways to capture health status is through HRBP (Human Resources Business Partner) connections. A 360-day communication cycle helps an organization check and evaluate the happiness index. In this initiative, HR (Human Resources) connects with each employee to understand their perspectives and discover ways to help them be productive at work. The organization can convey strategic messages to keep People Promise through these interactions.
They say –
It is important to keep a negligible distance between expectations and reality. The real work starts when you have an employee on board. Because the expectations set once must be maintained at all costs.
One of the most effective methods is the engagement model.
Whether you celebrate Thanksgiving, or Christmas or not, gratitude, recognition, and appreciation are three strong values that can keep your employees engaged. When employees feel like their work matters, they are more connected to their jobs, develop a stronger sense of accountability and improve performance.
Nash Tech India executes its engagement model very well. An initiative like Thanks Thursday every week for appreciating an employee’s contribution shows gratitude.
Gratitude comes in different forms. One of the most effective forms is feedback.
When employees feel heard, they feel valued. It then improves trust and makes the overall system healthier.
Multi-directional communication is a tenet of employee engagement and a healthy organizational culture. Employees appreciate that their opinions and points-of-view matter.
When you earn employees’ trust, they will choose to be your brand ambassador and help the organization succeed.
For an organization – Culture should be
C- Connected
U- Unified
L- Loving
T- Transparent
U- Uplifting
R- Relaxed
E- Empathetic
Remember:
Growing culture is a constant evolution that needs systematic attention.