{"id":64881,"date":"2018-11-01T22:08:04","date_gmt":"2018-11-02T05:08:04","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/?p=64881"},"modified":"2023-08-10T08:28:05","modified_gmt":"2023-08-10T08:28:05","slug":"best-place-to-work","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/best-place-to-work\/","title":{"rendered":"\u201cBest Places to Work\u201d – A Dying Breed"},"content":{"rendered":"

Anyone who cares about making employee experience better knows that culture is not a new idea. We\u2019ve been talking about it for decades now. The problem is, though, that\u2019s about all most organizations do…talk. And some of those organizations, I\u2019m sorry to say, are even those perennially listed on what has increasingly become the cliche of \u201cBest Place to Work\u201d lists. <\/span><\/p>\n

When it comes to culture, we don\u2019t like to talk about \u201cbest\u201d or \u201cgreat.\u201d Those terms are terribly relative – to the person, to the market, to the industry, the geography, to the unique and distinct characteristics of any one organization. Simply put: what\u2019s \u2018best\u2019 for me is not necessarily \u2018best\u2019 for you. \u00a0<\/span><\/p>\n

Every organization possesses a unique culture fingerprint or DNA (we like to talk about it as a Workplace Genome<\/span>\u00ae<\/span>). It\u2019s time to start thinking about culture as a business imperative – as an operating system that impacts our success in real and tangible ways. Turn culture into your competitive advantage by measuring it, analyzing it, and then acting on it in a way that creates real and permanent change in your workplace. <\/span><\/p>\n

Here are three things (of many) to keep in mind as you start to get serious about managing culture in a way that attracts <\/span>the right<\/span> talent, creates <\/span>the right<\/span> employee experience, and generally reinforces and clarifies <\/span>the right<\/span> success drivers for your business. Your distinct success drivers (not someone else\u2019s)!<\/span><\/p>\n

LEARN ABOUT:<\/strong><\/em>\u00a0Employee Trust<\/em><\/a><\/p>\n

1. Culture Is Not a Recipe that Can Be Copied<\/strong><\/p>\n

Let\u2019s assume your company has already landed on a \u201cbest place to work\u201d list. No doubt, this generated a lot of pride and back-patting too, and other business leaders might have envied you.<\/span>
\n<\/span>
\n<\/span>Excuse me while I rain on your parade a bit. The problem with comparing different work cultures is simply this: you can\u2019t. The key factors that drive your organization\u2019s success might not be the same for other organizations and vice versa. So why compare at all? \u00a0Stop worrying about what\u2019s happening around you and start looking inwards. A thriving culture cannot be copied. It needs to be built.<\/span>
\n<\/span>
\n<\/span>2. Culture Drives the Employee and the Customer Experience<\/strong><\/p>\n

The employee experience drives the customer experience<\/a>. We know this. We\u2019ve done the research. We see strong correlative and causal relationships between Employee Experience and Customer Experience. Makes sense, right? To the extent we can create an experience that\u2019s rewarding, challenging, engaging, and offers a strong sense of belonging and purpose for our employees, there\u2019s no reason they wouldn\u2019t naturally do the same for our customers. The most evolved and futurist workplaces on the planet are those that have in fact dispensed of the old adage of \u201cCustomers Come First\u201d and shifted their focus to \u201cEmployees Come First.<\/span><\/p>\n

LEARN ABOUT:<\/strong> Causal Research<\/a><\/em><\/p>\n

3. Values Vs Valued<\/strong><\/p>\n

Many organizations talk about company values, but what is genuinely valued is what spawns the organization\u2019s culture. Values are really only powerful when both customers and employees actually experience them – at every turn. Saying your organization values something means very little unless you can back it up in ways that your people – internally and externally – can quickly nod their heads because they\u2019ve seen those values come to life. Saying you value \u201cTrust\u201d and then not allowing your employees to make decisions without subjecting them to layers of review and approval doesn\u2019t jive, for instance. <\/span><\/p>\n

Getting and staying serious about managing culture<\/span><\/a> doesn\u2019t have to be complex, but it takes a lot more than lip service. Start by stopping. Stop worrying about whether you are \u201cThe Best Place to Work\u201d and start focusing on whether you\u2019ve built the \u201cRight Place to Work.\u201d Stop trying to copy every other \u201cculture cool kid\u201d out there and start keeping your eyes on your own paper. Stop saying you \u201cvalue\u201d something if you can\u2019t prove it\u2019s actually \u201cvalued.\u201d Start paying attention to culture – <\/span>measure it, analyze it, and then act on it<\/span><\/a>. <\/span><\/p>\n

Create a free account<\/strong><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Anyone who cares about making employee experience better knows that culture is not a new idea. We\u2019ve been talking about […]<\/p>\n","protected":false},"author":114,"featured_media":64882,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[179],"tags":[],"yoast_head":"\n\u201cBest Places to Work\u201d - A Dying Breed<\/title>\n<meta name=\"description\" content=\"Organizations cannot become the best place to work just overnight. There is a systematic process that needs to be followed to evaluate and measure your culture to truly become the best place to work. 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