When we set out to create the QuestionPro Workforce culture management platform we made some explicit commitments to one another and to our clients. These have become non-negotiable for us since then.
There are a lot of culture management platforms that offer culture tools that are frankly employee engagement, satisfaction and sentiment analysis surveys disguised as culture assessment tools. Many of them are flashy- nice buttons, bells, whistles… That’s absolutely fine, there is a place for that kind of stuff.
But after spending 25 years watching organizations throw a lot of money at these bells and whistles, it was important to me and QuestionPro Workforce to do something more to help the organizations.
There are millions of tools on our planet that help us get data on our workforce and our workplaces, but there are actually very few that speak about something meaningful and insightful that spark energy, commitment, and accountability around the data collected; something beyond measuring scores and hoping it will get better with each passing year. So one of these non-negotiables for us is:
The QuestionPro Workforce Platform must help organizations get and STAY intentional about managing their workplace cultures.
Well, the “get” part is always easier. We all have the best intentions, we all want to drive real and permanent changes, that last forever. We all start with great energy and zeal any important initiative might demand from us. But on our way we get distracted, we get pulled away in different directions.
Commitments and priorities pull us back and everything becomes simply too much. Yes, it is indeed the “STAY” part that becomes much more challenging. While working with organizations, we have understood that staying intentional about culture management takes attributes like:
- Stewardship- The age long debate over who owns culture is over! All own culture, don’t do it alone. If you are able to create shared responsibilities around culture and managing it you will not only give you a sustained momentum but you will also be able to increase employee inclusion, connection, and engagement.
- Methodology- You don’t have to wing it, simply pick a method that works for you, one that your team, your employees understand and can relate to, one that heightens visibility around this work and infuses accountability around results.
- Patience- You need to know, this takes time. You have to start somewhere, but don’t just give up too early. Real and permanent culture changes don’t happen overnight, but if you are persistent, it eventually takes root.
The three Ps of Culture Management
In this world of fast-changing economies, drastically changing the work environment, business potential and more organizations need a culture management platform that addresses core aspects of an organization’s culture and quickly adapts to the changing time.
There are three touchpoints that we have identified to guide an organization’s culture to grow:
- People- Culture is by the employees when it comes to a more productive set of employees studies suggest employees when mingling well with each other are happier and better motivated. This speaks for the culture of an organization. Gallup has reportedly found out that organizations that facilitate a friendly atmosphere are 50% more successful than their competitors. When bringing on new employees look for people who can fit into your culture contributing to making the workplace more positive.
- Purpose- With the ever-changing dynamics in the world of business, changing CEOs, employees the one thing that needs to remain constant is an organization’s purpose, why are we all here? Having a purpose is the sole reason an organization is in business. It goes beyond making money. Deep-rooted belief in an organization is the main reason employees stay in an organization. This talks greatly about an organization’s culture.
- Perception- There is one important question organizations ask their employees, employee Net Promoter Score question, How likely are you to recommend your friends/family to work in this organization? How favorably employee sees their organization, speaks a volume about culture. It is often proof of having an awesome organizational culture. The best hires usually come by reference and for that to happen the employees should perceive the organization likewise. Do your employees feel proud of the culture? Honestly, they will only recommend if they are happy themselves.
Why focus on culture management
- Culture management starts with measuring and understanding your organization’s culture. Let’s just say you measure your marketing campaigns and tweak it accordingly for effectiveness, similarly, you should also assess your culture to know if it is effective or not. By measuring certain important traits you can understand your strengths and pain area and change with time.
- It is often a misconception, culture often starts at the top, no handbook says that the CEO is responsible for developing a great organizational culture. Culture needs to be owned by all. Employees need to be empowered to take ownership of the culture and to develop it together.
- Culture requires iterations, you might not get everything right in the first attempt, there might be something that will work and some that may not. With culture management, you can proactively learn from your mistakes, refine and change. Encourage your employees and make them understand that we are all in this together even if you can’t improve everything in the first attempt.