How to build an “All” inclusive workplace work culture

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“We have the G4, the G4+1, the G7, that G 20 and several other G groups among nations in the World stage. But I want to create a G All group.” – Indian PM, Narendra Modi

Whether or not you agree with the Indian Prime Minister – Narendra Modi, on policy issues, most people would agree with his vision that in this World there are too many “privileged groups” reserved for certain nations. And this nature of “exclusiveness” trickles down all the way to our work places as well where organizations want to create special groups, for special employees which is mostly the senior management.

Now, let’s be pragmatic – It’s true and right that some information cannot be moved to every single employee of a company and that some meetings need to be strictly senior management-level only.

But by reflecting back on how many times did the Head of Departments or VPs or Directors spent time with company employees at large, in this day and age the number will be infinitesimally smaller than the engagement they have within themselves.

While startups across the World and India are challenging and disrupting this archaic trend, the penetration of an “All-inclusive” work culture is still far from realization even among small businesses.

In 2016, a Dale Carnegie Institute study found that over 55% of the Global Workforce felt they were unengaged at work. What is worse is, across the World as more and more millennials join the mainstream workforce, the dis-engagement score will continue to grow. This is because hundreds of studies over the past decade has proved that the millennial work culture is not very easily satisfied in terms of engagement – They want to be purposeful, they want transparency and they want to work in a place that can also be a home.

Engagement begins with a Question

Engagement at the work place is not very difficult from that of a healthy relationships between two human beings. It needs to start with someone raising a question – that’s how any meaningful conversation starts.

So how do you, as an HR Head or Senior Management figure ask the first question to all your employees? And how can you “measure” their response in bulk and derive insights that can lead to actions to create a healthier workplace?

The answer here is Surveys – Simple, powerful and insightful employee engagement surveys where you can ask the right questions and get meaningful responses in return. A simple employee survey can go a long way in re-instating the value that you as an organization is indeed “listening to employees”.

But how do you precisely go about it?

If you search for “employee surveys” in Google, you will get millions of results with even survey platforms offering employee survey templates. However, real and sustainable employee engagement cannot be built on employee feedback data alone, you need employee-specific analytics as well that is done the “right way”.

Employee-specific analysis

Now what does analysing employee insights the “right way” mean?

Big Data or substancially large amount of data that requires a software to analyse is in general meaningless and without a purpose. This is what most online surveys tools do – help you collect massive amount of data from your employees in bulk and store them for you to view. If a platform does offer analytics, they are general in nature that is typically consumer oriented.

But Workforce – the employee engagement survey platform, is built for HR leaders and senior management of an organization to keep a regular tap on their office vibe, employee mood and morale, how clearly they understand organizational goals at large, how well they understand their job, employee’s sentiment analysis, cross-team branch-marking, measuring Organizational Health Index (OHI) and a lot more!

Sounds interesting? Dive deeper into Workforce!