The Future of CultureWhere is culture headed, and how can you stay on top of shifting employee needs? Learn more in our latest article published by HR.com. View the article below or download the full PDF to save and read later from the following link:
With the advent of technology, culture is no longer a set of soft-skill descriptors. It is a dynamic, living embodiment of how the behaviors (how people behave), the motivators (what values drive people), and the work environment align with the mission of an organization (or not), to achieve their respective goals. Culture is NOT the benefits you provide to employees. Culture is not the result of an engagement survey. Culture is not a bad leader or manager – that is leadership and management, that goes alongside the culture of an organization.
Changing out the CEO of Uber from one day to the next did not change the culture of all 23,000 Uber employees and thus, the culture of the organization. That is much harder to change as behaviors, motivators, and ideal work environment of individuals and rolled up in aggregate for an organization are deep psychological realities that do not change overnight, with one leader.
However, many companies, large and small, are confusing “mission” with actual values, and inserting benefits into an equation that no longer makes sense. By defining company culture at the top and assuming it will trickle into the subsequent team tiers, entire companies, and ultimately the bottom-line. suffer. These misguided conclusions of a shared culture also lead to the belief that engagement surveys are accurate and can efficiently pinpoint gaps in the culture.
Because 68% of HR professionals surveyed claim to use engagement surveys to measure culture, one might assume they are accurate.
The problem though is that the surveys themselves are flawed with self-reporting, subjective perception, as they attempt to measure a culture that may or may not have been properly communicated to employees by senior leaders. At Humantelligence, we address the cognitive dissonance between the desired culture and the actual culture that exists.
We seek to provide insight into current team dynamics through an assessment where psychology and technology work together to display multiple behavioral and personality strengths that impact company communication, productivity, and performance or growth. From work behaviors to life priorities, this assessment is built to be concise (in just 12 minutes), while encompassing the vital factors that lend to team culture, or overall organizational culture.
This aforementioned individual and “team culture” assessment technology produced through Humantelligence has worked to disprove antiquated ideas surrounding surveys as well as the “one culture mentality”. We now understand that if an entire company truly only maintained one continuous culture, it would fail miserably. Think about it – do you want your finance and accounting team to have the same behaviors, motivators, and work styles as your marketing team? Of course not!
While companies should ensure one true mission is clearly defined, getting there through culture can and is done differently among various teams, functions, and locations.
So how can these multiple cultures be measured and defined? Utilizing the behaviors, motivators/values, and ideal work environment of a person or group, we can begin to define and development micro-cultures, and how they feed into the larger picture. When Starbucks opens stores in China should they have the same culture as in the US? Of course not.
Processes, training, merchandising, software, artwork on the walls, the CD’s they sell, and furniture in the stores might be 100% the same, but the culture of how you interact with one another in the store, and how to deal and communicate with customers at that local site, vary greatly, based on the cultural differences, of course. This needs to be measured, accounted for, and embraced throughout an organization, everywhere in the world.
A tool like Humantelligence, allows companies to do this, with powerful effects on employee performance, customer satisfaction, and ultimately, profitability.
While a large company like Starbucks might have an overarching goal for cultural alignment, they need to first understand how every piece of the puzzle rolls up and should be understood, in order to build an accurate and effective view of culture, from the foundation up. Once the culture has been measured, group by group, and team by team, your company can proceed to transform it. We work to provide a baseline that we call, “Talent Insights” that can either act as a catalyst for necessary change, or a benchmark for future success.
Instead of wondering what culture exists, if any, and where to begin making changes, technology now allows you to know what culture persists, without forcing a team to attempt to articulate it.
Once assessment responses flow in, your team will be able to play an active role in understanding the culture they contribute to, and you can then use this information to choose even stronger candidate matches to join that team. Imagine a world where you not only have a “product road-map” per line of business, but also a “culture road-map” that you can measure, track, and manage and hire towards.
This is Humantelligence.
Traditionally, the problems faced by recruiters were completely separate from problems faced by teams. If a team was lacking a developer, recruiters focused on finding a developer, fast. While the team saw their issue as “We have no one can to create this new feature.” Recruiters would perceive this issue as “I have to find someone who can develop new features.”
But both sides are going to end up with a less than ideal candidate because they are hyper-focused on the “resume-based”, skills needed, and not the “culture fit” into that team, and how to build software in the environment of that company and functional group.
To see this illustrated, in “Creating Great Corporate Cultures … Eleven Keys to Nurturing Performance”, conducted among 500+ HR professionals in various industries in 2019, 69% admitted that “my organization sometimes hires candidates whom managers/recruiters like but turn out to be a poor team fit.” This means that more often than not, we are hiring with emotions or subjectivity, and not based on what the data is able to prove will make a successful hire. With Humantelligence software, teams will be enabled to first focus on establishing their culture, which can then better assist the recruiter in finding an ideal fit for that specific culture.
No longer will resume information (years’ experience, skills, title, level, GPA, etc) be the standalone deciding factors. Companies will now look for candidates that best match their current team’s work habits, behaviors, or values, and who have the EQ to perform well and for a longer period of time, reducing turnover, and increasing performance, and profitability. Current, competing, technology-centric options are not able to fulfill their promise to make a good “culture match”. While many artificial intelligence (A.I.) software systems can be taught to rule out candidates due to missing criteria – ie, sourcing based on resume elements – they cannot establish if someone should be ruled out due to conflicting life goals and work habits.
This is the missing piece that explains 60%+ or more of performance, versus only 35% predicted by resume elements. This is what is impacting turnover and leading to “perfect on paper” hires that are let go 3 months later for poor performance, or the proverbial “not a good fit”. While a candidate might fit your job specifications checklist, they should also fit your team dynamics and organizational culture.
Fast hires often lead to fast fires, and our data has proven that these assessments, while an extra 10-12-minute step for the better constructed scientific instruments, can save thousands of dollars on onboarding an inappropriate hire.
When gauging the true success of individuals or of a team, it’s the culture that inevitably explains it- in hiring as well as in overall engagement and productivity. Our goal at Humantelligence is to allow companies to first measure, then focus on creating and maintaining a culture of “predictive success”. Companies can save time and resources with our predictive tool that helps you estimate future-fit and longevity of any candidate or current employee to a role, or to a team, or both.
Do you want to clone what you have, or guarantee diversity of thought within a team or group? Abolish the mechanical and old-fashioned processes that aren’t driving wins, fail to reduce turnover, and are not establishing a culture of intention to support your mission. Instead, perfect total team cohesiveness and performance through emotional intelligence, or EQ, testing to begin your journey into the future of HR, and into building a culture that wins for your employees, your company, and your customers.