Culture is a Business Issue — How to Measure, Review and Nurture Company Culture

LIZ BRASHEARS |

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Corporate culture is often thought of as that touchy-feely stuff that is difficult to define and should be left up to Human Resources to manage. For some it conjures images of toys scattered through the office and Segways running up and down the corridors, while some young pierced tech guy sits at his cube jamming out to music while he works. The reality is that culture is a business issue that has significant impact on a venture’s ability to generate a return on investment and should be prioritized and measured just like other business objectives such as financial growth, product development, sales, marketing and the like. Culture is defined as the identity and personality of an organization. It consists of the shared thoughts, assumptions, behaviors, and values of the employees and stakeholders. Culture is dynamic, ever-changing, and evolves with time and new experiences. Many factors help drive and define the culture, including leadership styles, policies and procedures (or sometimes lack thereof), titles, hierarchy, as well as the overall demographics and workspace. Culture is not just about having Nerf guns and scooters in the hallway. Culture exists in every organization, whether it is by design or by default.

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Target Recruitment & HR Solutions

Target Recruitment and HR solutions is Egypt’s first recruiting company. Over the last decade, our expert yet skilled team has made 5000 successful hiring processes based on our huge database and professional research skills at multinational and local companies as well. When it comes to recruitment in any company, it is crucial. The success of any entity is based upon the efficiency of its employees which makes Target Recruitment the best at selecting the most suitable employee to your company. Target Recruitment team is in a continuous update with all what is new in various fields to constantly cope with the clients’ needs.

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The What, Why and How of Developing an Employee Engagement Strategy

Article | September 2, 2021

Engaged employees work better, are more productive and encourage others to contribute more. It’s a no-brainer that employees who feel connected to their organizations make for an empowered workforce. This is why employee engagement has an exponential impact on almost every significant aspect of your organization like profitability, revenue generation, sales, customer experience and even recruitment. According to a Gallup study, highly engaged employees result in 21% higher profitability for their companies. Employee engagement is a hot topic among HR leaders across the world and there is a ton of information about it and some ambiguity. But isn’t engagement subjective? And what exactly does it mean to measure employee engagement? And how can you measure it if you can’t define it? What is employee engagement and can it be measured? Employee engagement is the degree of emotional and mental connection an employee has towards their work, team and organization. Employee engagement metrics cover more than just satisfaction, well-being and happiness derived from one’s job. Measuring the right drivers of engagement adapted for your organization’s workplace and culture can reveal more valuable insights. Levels of Employee Engagement Employee engagement can be classified into four levels. From highly engaged to disengaged, here’s how every level is defined and what they mean. High-engagement Positive towards their job and team Champion your organization and brand Motivated to stay long-term Higher productivity and job satisfaction Moderate-engagement Favorable but not fully engaged Unlikely to take initiative On the lookout for other opportunities Room to be more engaged Low-engagement Neutral towards the organization Demotivated about their work and team Likely to underperform Pose a risk of high turnover Disengagement Negative perception towards their work Lack of commitment Misaligned with your organization’s mission and values Negative influence on team members Why is it crucial to measure employee engagement? People-centric organizations are fully aware that their people are one of their most important assets. So, how does employee engagement impact companies on the ground? Multiple studies show they have a direct influence on every critical area of your business. Profitability According to a Gallup study, highly engaged employees result in 21% higher profitability for their companies. On the other hand, another study reveals that disengaged employees cost companies in the US $450 - 500 billion every year. Therefore, profitability is one the most significant aspect of your business and employee engagement is correlated to it. Productivity Engaged employees are reported to be 17% more productive than those that are disengaged. This is because they love their jobs, thus, are willing to go above and beyond their scope of duties and getting more things done. Retention Since engaged employees report higher job satisfaction, they are unlikely to switch jobs. This drastically improves employee retention resulting in reduced costs for the organization. Customer Experience Employee engagement has a direct impact on customer service. Engaged employees are deeply committed to their jobs and endeavor for customers satisfaction. Absenteeism Engaged employees are also less likely to take unnecessary leaves. A Gallup study shows a 41% decrease in absenteeism from impeccable employee engagement alone. Well-being Work is a modern-day source of stress for many workers. However, engaged employees are healthier, have fewer chronic diseases, are less likely to be overweight and more likely to eat healthier and exercise. Overall, it’s a win-win for both employers and employees. Workplace Injuries Engaged employees are more focused. This results in fewer workplace injuries, drastically reducing costs and resulting in better adherence to safety standards. Tracking Employee Engagement The important question is what are the drivers of employee engagement and how do you even begin to quantify engagement? Most organizations start right with employee engagement surveys and witness significant participation. But what steps are taken next once the surveys are complete? For this, choosing your survey questions matter a lot. What to do? Outline your plan of action Collecting information will give you an insight into how your employees relate to the various drivers of engagement. Next, outline the exact outcomes you want out of this strategy. For example, ask targeted questions that reveal perceptions of your organization, the pride your employees take in their work, intention to continue long-term. You can measure these and other parameters you consider important on a scale of 1 to 10 to determine the level of engagement. Determine what matters most to YOUR employees Every organization across industries varies in its workplace dynamics and what its employees consider important. You can determine what employees consider most essential by considering the following universal drivers of employee engagement: My job empowers me to use my best skills. My seniors demonstrate honesty and integrity. I am confident this organization will do well. My job is challenging and mentally stimulating. The senior leaders here value their employees. My opinions are heard and considered at work. I get recognized for my efforts and contributions to the organization. I see opportunities for career growth here. I trust my leaders to lead this organization to grow and succeed. I have all the necessary resources to do my job well. Calibrate your employee engagement strategy Resonance is key. The importance of conducting surveys and having your finger on the pulse of the workplace cannot be understated. However, it is also essential to pace your measuring to enable smart decision-making. Research shows, tracking employee engagement annually is the best route to take. Since employee behaviors change through a period, you want to balance employee surveys to capture responses from everyone. Pulse surveys can help you track engagement in real-time about specific changes and topics. While life cycle surveys will track employee perceptions during appraisals, transfers or promotions. Whatever you choose, ensure it is calibrated to your organization’s specific end goals. What not to do? Now that you know what steps to take next, it is imperative to explore some of the mistakes that you should avoid. Here is a list of things you should not do to avoid miscalculating employee engagement. Don’t rely on pulse surveys Short and specific surveys are crucial in your toolkit, but they are likely to paint only part of the picture. Hence, pulse surveys should not form the crux of your strategy. Instead, it can help you identify trends and patterns over time and shape a more concrete strategy that aligns with your organizational goals. Don’t survey a sample population Surveying a sample population can be deceptive when it comes to measuring employee engagement. Eliminate surveys that don’t cover all your employees and their voices. The results are skewed and the efforts do not help you get to the heart of your organization’s true ethos. Don’t stop at collecting answers to surveys Once you have the insights you need, don’t let them go stale. What this means is you need to take action right away while the results are fresh. This ensures our action steps are steady and aligned to the yielding the outcomes you want. What does action look like? Once you have the data you need, it is time to put it into action. An actionable strategy will help you implement your specific engagement drivers, propose steps to execute your employee engagement strategy, and create accountability for the outcomes you seek. Finally, employing an experience management solution can help you keep track of engagement and the actions you need to take. Frequently Asked Questions Who should collect engagement data? Since engagement data is critical, you must ensure complete confidentiality. However, it is also important to share it with the right stakeholders. Your HR team should drive the efforts to collect the data you need. Who is responsible for taking action on the results of the employee engagement survey? The leadership team, HR and managers all play a role in determining the next steps post the collection of information stage. Your HR teams curate the tool and engagement partners while your leadership visualize the objectives and share progress. They can also support managers in identifying areas of focus where engagement efforts are most needed. Do third-party providers offer employee engagement services? Yes, quite a few third-party services are available if you are considering developing an employee engagement strategy. However, take note that you will want to do the heavy lifting of gathering data and identifying your goals to maximize getting the most out of these professional services. { "@context": "https://schema.org", "@type": "FAQPage", "mainEntity": [{ "@type": "Question", "name": "Who should collect engagement data?", "acceptedAnswer": { "@type": "Answer", "text": "Since engagement data is critical, you must ensure complete confidentiality. However, it is also important to share it with the right stakeholders. Your HR team should drive the efforts to collect the data you need." } },{ "@type": "Question", "name": "Who is responsible for taking action on the results of the employee engagement survey?", "acceptedAnswer": { "@type": "Answer", "text": "The leadership team, HR, and managers all play a role in determining the next steps post the collection of information stage. Your HR teams curate the tool and engagement partners while your leadership visualize the objectives and share progress. 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Lessons of the Past: Connection and Hope

Article | September 2, 2021

As an educational leader, you’re working hard to establish at-home learning and anticipate the new normal. But there are some things you don’t need to figure out on your own. Educators who worked through crises such as the Sandy Hook school shooting, Hurricane Katrina, 9/11, and the fires in Slave Lake, Alberta, all spoke of their experiences in the hope that when the next crisis occurs, educators will be better equipped to navigate it. Amid this current crisis, these lessons have particular value.

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How to help employees take care of their own wellbeing during a crisis

Article | September 2, 2021

News about the coronavirus is on every news channel and media communication every day. We see a daily tally of countries affected and fatalities incurred. As a result, your employees will probably have a heightened awareness of the outbreak and the risks that they may be exposed to during their travel, which may be causing them to feel concerned and fearful. To help your workforce cope during the crisis, we have compiled eight evidence-based suggestions for you and your employees to consider.

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Employee Onboarding Training: 8 Major Differences Between An LXP And An LMS

Article | September 2, 2021

The quality of your onboarding training can mean the difference between retaining or losing your new hires. It’s not something you can leave to chance. That’s the reason to welcome the arrival of Learning Experience Platforms (LXPs). Organisations and new hires alike recognise the importance of successful onboarding. It should be a smooth process by which employees quickly become part of their new working environment. But making that happen throws up real challenges.

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Spotlight

Target Recruitment & HR Solutions

Target Recruitment and HR solutions is Egypt’s first recruiting company. Over the last decade, our expert yet skilled team has made 5000 successful hiring processes based on our huge database and professional research skills at multinational and local companies as well. When it comes to recruitment in any company, it is crucial. The success of any entity is based upon the efficiency of its employees which makes Target Recruitment the best at selecting the most suitable employee to your company. Target Recruitment team is in a continuous update with all what is new in various fields to constantly cope with the clients’ needs.

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