The company culture that you can establish and maintain for your employees is critical to them being efficient. We see many companies that try to focus on improving their culture, but a lot of attempts that they make seem to fall through. This is because they don’t understand the conditions that employees find to be problematic, and so their efforts seem to miss the mark. Every company needs at least one employee engagement survey every year that asks questions about the successes and failures of the organizational culture. In this post, we discuss three ways that company culture is critical for having efficient employees.
What is Important About the Culture? Flexibility
Employees want to work for an organization that they have shared values with and to which they have a strong sense of belonging. They may not be able to define in words why they like working in the organization, but the truth is that the combination of working conditions suits their present needs. If there is not a suitable mix of job conditions, then they will eventually seek another job. Millennials, which are the youngest generation of workers, and the older generations especially want to have a job in an organization that is flexible. This could mean everything from being able to work from home and to flex in and out of the workday according to business needs.
Why Do People Work More Productively? Morale
There is a quality that’s harder to measure in some types of occupations than others, but, nevertheless, it’s closely tied to productivity. This quality is employee morale, which concerns the “spirit” of the workplace, a mood in the surroundings that either inspires or discourages productivity. Employees will produce more outputs and deliver work of a higher quality when they are employed in an organization with high worker morale. This is measured in different ways, but in general there is a sense of positivity in the air. If morale is high, people want to come to work and they tend to derive benefits from working individually and collaboratively on the projects that drive the business.
The opposite is also true. When there is low employee morale in an organization, there is a mood that makes people dread coming to work. Employees tend to be less productive, and they are generally not satisfied with most of their workplace connections. In this atmosphere, the quality of their work begins to suffer and they have little incentive to improve anything about their relationships with their boss and their colleagues.
Why Employees Won’t Work for a Bad Culture Indefinitely
Another way to look at the significance of company culture is that it will either motivate or discourage optimal levels of performance. For example, an employee may want to afford inground swimming pool costs for his family, and he may temporarily continue employment under a difficult boss. Along the way towards his financial goal of buying a new pool, this employee may find other ways to motivate himself to come to work. For some people, this involves thinking about more positive images or objectives unrelated to work while on the job. For others, it could be focusing on finding new friendships within the workplace, which will definitely get them through the day because they find enough levity or distraction from conversation with their work friends.
When managers want to create a better culture so productivity will increase, an incremental approach is best. For example, management may review the latest employee engagement survey data. This information identifies many problems within the organization. It would be detrimental to the organizational culture if managers attempt to introduce too many changes at once. What they see as a positive change could be perceived by workers as the eradication of a cultural benefit they like. Managers are better off rolling out a few changes at a time and then studying their effects on morale.