Thought Leadership

The Future of Better Culture

Human Resources Employees

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68 percent of leaders believe culture is a competitive advantage, yet only10 percent of leaders succeed in building a high-performance culture, and 95% of team leaders cannot answer “what is your team culture?
The Future of Better Culture   Culture as a concept is buzzworthy and therefore often open to interpretation by businesses in every industry and vertical. Every business values engaged employees and improved results, but few know what path to take to lead them there. The simple answer: culture. When looking to make an impact on your organization, establishing and understanding of the culture is critical. But misconceptions around where culture lives, who implements and enforces it, and how to measure its effectiveness, have lead to burnout and confusion among employees and leaders alike. To unveil the answers to the most common cultural problems, we’ve laid out exactly what your business must know and immediate actions you can take to find success, as you define it.  
  • What is Culture and where does it exist?
Culture is defined as a variety of components, including work environment, company mission, value, ethics, expectations, and goals. But at Humantelligence, years of research and comprehensive studies have shown and continue to argue that culture is even more. We now know that culture is created largely by the individual and their personal motivators, ideal work environment, work behaviors, and life priorities. So in order to make changes to the culture, you must also make changes to the individuals within the team, and focus especially on recruiting efforts. When looking to add a new team member, consider, in-depth, the following factors in both your current team as well as the new potential candidate: Culture Factors Motivators/Values- Internal motivators that drive your work behaviors and help to explain why you do your work Ideal Work (environment)-What you like to do, the characteristics of the work itself that give you the most energy and fulfillment Work Behaviors-How you tend to behave in a given situation, the typical ways that you go about your work. Life Priorities-Themes that provide guidance or filter for making important choices in all areas of your life.   By addressing what matters most to your employees and candidates, you can better align their needs to your company values and vice versa. And while this is a straightforward concept, actually implementing this process must be intentional, and must involve measurement. The most comprehensive, concise tool for this type of measurement is our 12-minute assessment.  
  • What does a successful measurement process look like?
To understand a successful process of measuring and then understanding the culture, let’s first consider “The Cultural Value Chain”.   Cultural Value Chain This chain teaches us that not only is culture defined at the individual level (requiring prioritization of individual measurement) but so are broader team values and performance. In order to meet objectives and goals, cultural alignment must be intentional. And while we know that one person alone does not define company-wide culture, company-wide culture does rely heavily on individual values. So, the most effective way to measure and understand a group of employees is by utilizing a self-assessment. Once every employee has discovered their strengths, opportunities, and work styles, you can compare these by the department, by the level of success, etc. For example, if you notice that a very successful group of developers all have similar life priorities or work styles, you might then use this data when looking to bring a new employee onto that team. There are likely to be many candidates with similar qualifications, but if you could predict, ahead of time, how synergistically they would or would not work with the team, this could heavily influence your broader success in recruiting and retaining the employee that “fits”.  
  • What’s next for Culture?
The cultural landscape is shifting, particularly in regard to business success. Now more than ever businesses are focused on retaining employees, specifically Millenials that now represent the largest generation of the total workforce.  And Millenials crave engagement and strong company culture. But currently, the probability of job turnover in low company cultures is 48.4 percent. This means you could lose almost half of your workforce over time, losing company resources, time, and overall morale of the employees that choose to stay. And if a majority of these detractors are in the generation that will eventually replace senior executives, this places even greater pressure on leadership teams to attract and maintain its younger demographic. It’s clear that culture must be prioritized, and this begins with successful, accurate measurement. Not surprisingly, survey results from an effort to understand corporate culture showed that very few companies are measuring culture successfully. And without a comprehensive process in place and the right tools to intentionally make the culture better, collecting the necessary information to make meaningful change is impossible.   Measuring Culture  
  • Where should I start?
Now that you see the importance of building culture intentionally, and you know measurement is the first step, you might feel overwhelmed with taking the first steps toward change. Pushback is, unfortunately, not uncommon when implementing change. Some employees and teammates may not understand why you’re seeking change. This is why we suggest first taking a short assessment to understand your own motivators and factors that influence your work, speaking on those, involving your team in the discussion, and then rolling out the idea to the broader department/company.   To begin, take your self-assessment here, or for an in-depth demo of how our software works, book time with an expert here.  

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