In the first instalment of our two-part feature, we explain how you can analyse, plan and implement to turn your corporate culture around.
Even if you know your corporate culture is broken, it’s hard to know what to do about it. And if you think everything is fine, you might just be in denial. Luckily there are ways to find out how your employees feel, and what might be able to turn their attitude around.
You can’t fix something if you don’t know what’s broken. Whether it’s through employee surveys or analysis of productivity and engagement, it’s important to start by gathering information so you know what needs to be changed.
Instead of assuming you know what change would make the biggest difference, ask workers what they want and need.
“Most people just want to feel as though their opinion matters,” Jostle author Kelly Batke said. “They will enjoy the respect, and you might actually find a solution to your challenge.”
One of the things the popular Gallup surveys asks is what change would make the biggest difference for a worker’s experience. By focusing on one thing at a time you can make a big difference in a short time period.
Once you have your priorities in place, look for the root of the problem. For example, if your employees feel that they don’t have the right equipment for their tasks, that could lead to feeling like the management team doesn’t care or appreciate them. Before you invest in a pricy rewards program, look at what might be at the root of dissatisfaction.
“Use potent stories and direct experiences to make change a moral and human issue,” researcher and author David Maxfield said. He gave the example of New York restaurateur Danny Meyer, who helped employees connect to the value of “hospitality” rather than just “customer service” by repeatedly sharing powerful stories of meaningful guest experiences their colleagues create.
For steps six to 10, see Wednesday’s newsletter.