All the data tells the story. There is a direct correlation between happy employees and business success.
Research shows that the most evolved cultures and purpose-driven brands grow 3x more than others. They have happy customers. They attract the best candidates. They have engaged and empowered people. They tell great stories.
Evolved cultures are the secret sauce of the top brand’s success. One-part purpose, one-part smart HR strategies, one-part empowered leaders and people, another part great experiences and marketing. And all benefiting from increased profits and shareholder value.
What Makes A Culture?
There are so many factors that impact culture. I like to break down culture levers into a few key areas:
- Corporate Foundations – your corporate vision, values, purpose, and value proposition. Do these reflect the daily experience of your people? Are they authentic?
- Leader Behaviors – the behaviors and attitude of all leaders – from the senior executive suite to line managers. Are they living the values and purpose defined by your organization?
- Work Environment – your HR programs, services, offerings, processes, and “ways of working.” Does your Career Development Strategy help your people grow? Are performance reviews a “check the box” activity? What are you doing about Diversity and Inclusion?
- Employee Experience – every touchpoint an employee has along the lifecycle from pre-hire to development impacts their perception of your organization. We like most of these to be memorable and delightful. How are you communicating with employees? Do employees feel cared for? Do they feel empowered? Do they feel like they can make decisions? These factors not only impact your culture, they impact your reputation when people talk to their friends, neighbors, peers, and family about their workplace.
While it may seem like there are a lot of things listed here the bottom line is that culture is all about the people.
Culture is owned by everyone. Every person in your ecosystem plays a critical role in your culture, good or bad. Consider this:
- Potential employees are attracted to positive and strong cultures
- HR and business leaders develop many of the strategies and processes that support the culture
- Leaders and managers role model the culture and empower teams to live the culture
- Current employees bring the culture to life
- Former (and current) employees will tell people about your culture
Right now, many companies are facing a culture crisis. Why? Because while everyone “owns” culture, there is usually no one team accountable for fixing it.
Wait, does my culture suck?
It might. Start by asking yourself these questions:
· Do you have a lot of great HR programs, but you feel like no one knows about them or participates?
· Do your employees and managers defer to their bosses to make decisions?
· Do employees laugh or make jokes about your corporate vision values or purpose because it’s overly aspirational or outdated?
If you answered yes to any of these questions, you might have a culture problem.
The Culture Accountability Conundrum
If you have a culture problem you might now know what to do, where to begin, or how to get the biggest bang for your buck. Even worse, there may not be a team accountable for holistically assessing and addressing culture.
With no clear accountability, it is tough to fix the bigger, underlying issues.
You might find that HR wants to help with culture, but they are often bogged down reacting to employee issues – especially HRBPs who may be busy “firefighting” alongside the senior executives that they support.
Marketing may want to help with business purpose, vision, values, but often they may not be closely aligned to the authentic employee experience. Or they are very busy focusing their marketing expertise on external customer audiences vs. internal employee experiences.
How Does Culture Evolved Help?
I like to think successful cultures are like a formula… a combination of Purposeful Brands + Empowered People. And it’s a mix of one-part purpose, one-part smart HR strategies, one-part empowered leaders and people, another part great experiences and marketing that make it work.
I created Culture Evolved to address the culture gap between HR and marketing- the sweet people-focused space that is often lost as we go through shifts and transformations in our rapidly changing workplace.
Here are some of the ways we can help you:
Evolve Your Purpose
- Formulate your Purpose, Mission, Vision, Values
- Define your employer value proposition (EVP)
- Activate employees to tell stories about your brand
Evolve Your Strategy
- Develop an impactful Change & Transformation strategy that puts people at the center
- Transform Your HR Strategy – Talent, Leadership, & D&I
- Create an Engaging HR Marketing & Communications experience
Evolve Your Experience
- Assess and evolve your Employee Experience & Engagement
- Create Talent Programs & Offerings that support business impact and strategy
- Build Personal and Social Brands of employees and leaders
If you have questions or want to continue the discussion, please reach out to Culture Evolved.