Often times the task of “creating” the culture falls to the HR team. The team struggles with not only how to architect the culture, but have a difficult time envisioning what that will look like in the context of their own organizations and what day to day actions to take to reinforce and embrace that culture. Should they focus on defining values, creating wrap around programs or instituting perks? The answer is, as in many situations, it depends.
Perhaps the first place to start is understanding your external branding. It is important that your internal branding around culture flow directly from your external branding. It is difficult to create an internal brand exclusive of a complete understanding of an external brand. Start here with your marketing team to fully understand what the differentiators are in the market and how they brand the company externally.
Next, think about what is important to your workforce and the culture you want your employees to talk about when describing your company.
Comparably, is a platform to provide anonymous and comprehensive data on compensation, and insights into work culture. They give employees the knowledge they need to take control of their experience at work, to build awareness about workplace transparency, and to make work better. Some of the categories they focus on are:
Diversity and Inclusion
Diversity and inclusion are important for every organization. Diverse companies are more innovative. having employees from diverse backgrounds brings different ideas to the table, preventing “groupthink” and promoting innovation. A diverse workforce ensures that some employees will be analytical, while others will have more creative propensities. Diverse approaches to the same problem generate new insights and enhance efficiency. 80 percent of people in a recent Universum https://universumglobal.com/about/ survey (including 85 percent of women) felt it was important that an employer “engages in creating a diverse and inclusive workplace.
Employees today have an expectation of their careers providing not only a paycheck but an opportunity for growth and development as well. A goal to shoot for “Training is always available, and you have the opportunity to work on projects outside your day to day role and grow your skill set. This is especially highlighted with career progression”. Companies should shoot for at least 20% of their positions being filled from within as employee promotions. A lofty goal would be 50%.
Flexible schedules, telecommuting and PTO can all contribute to a healthy work life balance. However, employees need to see that the management team is modeling these behaviors before they are likely comfortable taking advantage of them themselves. Some other ideas include sponsoring events where employees family members are encouraged to join in, offering part time or job share positions.
Perks and Benefits
No conversation on culture would be complete without discussing perks and benefits. Some of the usual benefits are on the list like company provided health insurance with affordable employee contributions and PTO ( but not unlimited). Studies routinely show that employees do not like unlimited PTO because very few actually feel like they can use it. Wellness initiatives are another popular perk in 2019. Most of these platforms provide gamification opportunities for bringing teams and workforces together in fun competition.
The most important aspect of consciously creating a culture is that you create one that is unique to your company and the employees you serve.