Research in the past suggests that 21% of highly engaged workforce result in high performance and productivity. According to Deloitte’s Global Human Capital Trends 2015, company culture and employee engagement are driving issues for organizations around the world. These words get thrown around a lot. An organizational culture in simple terms can be defined as the proper way in which one would behave within the organization. Industries and verticals are so different from each other that there cannot possibly be a one size fit all approach for organizational culture. It sets the context for everything the enterprise takes up. A culture comprises of the beliefs, behaviors, objects, and other characteristics common to the members of a particular group or society. Often a strong culture becomes a differentiating factor for most companies and can lead them to great heights.
Organization culture is often linked to employee engagement, and research suggests that it is a direct result of a strong company culture. It refers to how employees feel about their culture and their jobs. The stronger a company’s culture, the better employees understand what is expected of them and what they’re working toward. Engaged employees are more likely to stay happy, motivated, and committed to the company. Overall, an engaged employee is more:
- Connected to the company’s purpose
- Motivated to do work
- Proactive with respect to any work
- Positive in their approach to work
- Committed to developing their careers.
For companies who wish to develop on the employee engagement, it is pertinent to focus on specific aspects such as –
- Clearly define the organizational culture – Defining a culture is as crucial as is to define a strategy for a business unit. Culture is often the DNA of a successful firm. In order to achieve that, it is important that we keep all lines of communication open and clear so that there is no overlap in articulation.
- Involve employees in the survey – A survey can be rolled out at periodic intervals to ensure that the employees feel that they are a part of the decisions been taken up. It is important for the leadership team to know from the employees about their opinion on what is working right for them and what needs to be modified as part of the culture acceptance process.
- Communicate your plans that comes out of their feedback- By this, they will feel equally involved in the entire process. According to a research, around 87% of the HR fraternity feels that organizational culture and employee engagement are two critical aspects that are challenging to implement. In the recent times, employer branding has become a serious affair. With the volatile changes in the job market and with each employee seeing every job as an opportunity to hone their skills. The key is that this is an ongoing process. Engagement doesn’t just happen — you must focus employee needs over time and use that to drive a strong culture within the organization.