{"id":56107,"date":"2018-04-11T23:25:26","date_gmt":"2018-04-12T06:25:26","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/?p=56107"},"modified":"2024-10-02T04:16:39","modified_gmt":"2024-10-02T11:16:39","slug":"employee-engagement-and-culture","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/employee-engagement-and-culture\/","title":{"rendered":"Employee engagement is dead, it\u2019s all about culture!"},"content":{"rendered":"\n

Learn Why Employee Engagement is Dead and How Getting Serious About Culture Unlocks New Performance<\/span><\/h2>\n\n\n\n

Culture is about what is deeply valued in the system, and\u2014here\u2019s the important part\u2014making sure what is valued is connected to what drives success for the enterprise.<\/span><\/i><\/p>\n\n\n\n

Defining Employee Engagement<\/b><\/h1>\n\n\n\n

Why this is a relevant problem<\/span><\/p>\n\n\n\n

\u201cYour employees are your greatest assets.\u201d And yet, more often than not, employees feel like a cog in a system, punching in hours. Anecdotally, all of us know people who aren\u2019t happy with their jobs. In fact, that\u2019s probably the rule rather than the exception; Gallup, only 33% of all employees are actively engaged in their jobs.<\/span><\/p>\n\n\n\n

\"Employee-engagement<\/figure>\n\n\n\n

Many of us are envious of the cool organizational cultures that companies like Google, Zappos, and Netflix have created, but we\u2019re missing an important point. Culture is not about being cool or even about having happy employees. It is about reinforcing what drives the success of the enterprise and subsequently being able to adopt the culture (sometimes one process at a time) as markets and internal dynamics shift. Employee engagement<\/a> is the strongest motivating factor for every working individual. <\/span><\/p>\n\n\n\n

The happier your employees are at work, the better ambassadors they will be while discussing your workplace outside of your office. Measuring employee engagement is therefore very important.<\/span><\/p>\n\n\n\n

This may be over-simplifying a bit, but I have noticed that when it comes to culture change, most people see themselves in one of two camps: the planners or the experimenters. The planners want to know where they\u2019re headed before they start moving. They focus on goals, prioritization, sequence, and contingencies. Experimenters, on the other hand, might feel tied down by the employee engagement action plans<\/a>. They want to try things and learn by doing and are happier to just \u201croll with it.\u201d<\/span><\/p>\n\n\n\n

As you might imagine, these two camps take decidedly different approaches to culture change. Which approach should you take? Honestly, it’s your choice. Neither approach has a monopoly on the most effective way to do organizational change. But you should be intentional about your choice of approach. Think about your existing culture and leadership, for instance. It’s quite possible that one approach would be more compatible than the other.<\/span><\/p>\n\n\n\n

LEARN ABOUT:<\/strong> Work culture<\/a><\/p>\n\n\n\n

I will tell you about both approaches, of course, but let’s be honest: The planners like to go first! So, we’ll start with the “assessment approach” to culture change. Learn more about improving employee engagement<\/a> with great work culture surveys<\/a>.<\/span><\/p>\n\n\n\n

Learn more: <\/b>employee engagement survey examples<\/a><\/p>\n\n\n\n\t

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