Company culture is key to success but for many organisations getting it right and achieving long-term results can be tricky.
One thing’s for certain: Developing your company culture doesn’t happen overnight. It’s a shift which takes place over time and requires commitment, dedication and hard work. But don’t let that put you off from revising your strategy.
Here are a few simple things to get you started:
Encourage feedback about you – the employer
Taking the time to listen to your employees and understand what they really think will tell you a lot. Be prepared for some home truths and constructive criticism, but also compliments and encouragement on what’s really working. Done right, employee opinion surveys can open up the floor and create some great development areas, and your employees will really feel part of the team.
Encourage feedback about them – the employee
Although similar to the above, talking to your employees about their experiences will tell you a lot too. Employee wellbeing surveys are great at helping you understand how your employees are supported, which benefits are most helpful and which ones you might need.
You might find your millennial workforce are worried about caring for their children, in addition to an elderly relative, in the next 5-10 years. Maybe your employees are also worried about their health, or sourcing local childcare solutions, which enable them to work flexibly and travel.
Unless you ask the questions, you’ll never know.
Creating a value statement is a great way to translate your vision for how you want your people to interact and feel. At Bright Horizons, we’re guided by our HEART principles, which support our employees to understand our company culture.
This is the most important part. Once you have created your values statement, you really need to embed it. This starts at the very top and should resonate throughout your whole organisation.
A road map for assistance
Do your employees have access to their benefits platform? Do they know where to go to book annual leave, or to simply see how many days they have left? Make sure your assistance programmes are accessible for all, rather than a tough navigation which leaves them feeling stranded!
Be realistic about your business. Although it’s tempting to follow the organisations in the press, if being ‘cool’ isn’t your brand, don’t try to create it. Your employees will appreciate knowing you understand your company and your people, and creating a culture which complements the two.