{"id":66034,"date":"2018-12-12T22:08:59","date_gmt":"2018-12-13T06:08:59","guid":{"rendered":"https:\/\/www.questionpro.com\/blog\/?p=66034"},"modified":"2023-08-24T05:23:42","modified_gmt":"2023-08-24T05:23:42","slug":"organizations-new-years-resolutions","status":"publish","type":"post","link":"https:\/\/www.questionpro.com\/blog\/organizations-new-years-resolutions\/","title":{"rendered":"How to Make an Organization\u2019s New Year\u2019s Resolutions Stick"},"content":{"rendered":"\n

I make New Year\u2019s resolutions with the best of intentions. I really do. I\u2019m sure we all do. And then life happens. Sometimes they stick, often they don\u2019t. But it\u2019s the thought that counts…right?!? No, not really. Saying and doing are two entirely different things. People who excel in this world are generally those who put their money where their mouth is. And the same holds true for organizations. Of this, I am sure\u2026<\/span><\/p>\n\n\n\n

Organizations make New Year\u2019s resolutions all the time. They show up in budgets, goals, and strategic plans. They are often launched in a flourish of sparkly communications and with a renewed optimism. \u201cThis indeed will be a new (and better) year.\u201d And then life happens. Again. <\/span><\/p>\n\n\n\n

We\u2019ve been working with organizations to get and stay intentional about managing their workplace cultures for close to four years. While this starts with <\/span>an employee survey that produces the data, analytics, and findings<\/span><\/a> that get the organization focused on high-impact priorities, it continues with a purposeful process for actually doing something with those priorities. It\u2019s one we\u2019ve refined over time. It works. It turns out that the essence of this process is all about keeping our new year\u2019s resolutions.<\/span><\/p>\n\n\n\n

If you don\u2019t know anything about Agile Software Development principles, I\u2019d highly recommend you do a little research. It turns out those principles apply almost without exception to the world of workplace culture management. In fact, we HR, employee engagement, talent management<\/a>, organizational development, employee experience, culture enthusiasts can learn A LOT about how to move the needle from those who develop great software today. I\u2019m here to argue that if you manage your employee experience and workplace culture like leading-edge developers create technology today, you\u2019d start to make a difference unparalleled. At the very least, you\u2019d get a lot better at putting your money where your mouth is, building momentum, and fueling growth.<\/span><\/p>\n\n\n\n

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

To make this easy, we\u2019ve adapted and adopted <\/span>The Agile Manifesto & Principles<\/span><\/a> for Culture & Employee Engagement. We\u2019ve broken it up into two parts. Part one focuses on the four values of the agile software manifesto as adapted for culture and employee engagement. It reads as follows. Feel free to share it, print it off, post it in your lobby, put it on t-shirts, get it tattooed to your back. And if after reading it you\u2019re skeptical, let me know. I\u2019ll introduce you to any number of HR Leaders out there who themselves have deployed this Manifesto with tremendous success.<\/span><\/p>\n\n\n\n

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