An infographic from Salesforce found that employees are motivated by much more than money. Despite the fear of the unstable economy, employees who don’t feel satisfied are not afraid to abandon their current employer for the opportunity to work for a company who places greater value on recognition and engagement.
In 2012, Aberdeen Group found that 54% of organizations that have adopted video as a part of the recruiting process have done so in support of their long-term talent acquisition strategy. While this approach might not be appropriate for all businesses, benefits such as saving time, money and attracting top talent should be considered before dismissing the option.
A strong company culture has the ability to enhance employee engagement, reduce turnover, improve customer satisfaction and increase revenue growth. As one prime example of a successful company culture, Google’s well-developed company culture revolves around their motto “Don’t be evil”, and attributes to their number 1 ranking in Fortune’s ‘Great Places to Work’ list.
According to Erika Andersen, contributor at Forbes, high performers “leave an organization when they’re badly managed and the organization is confusing and uninspiring.”
In a blog post by Zeke Camusio, of The Outsourcing Company, he writes that “managing people is the most difficult thing I’ve done in my life.” He then offers some of the lessons about managing employees that he learned during years of owning and operating small businesses.
Molly Kelley, PHR, Human Resource Business Partner at Xenium HR, joins the Human Resources for Small Business podcast for a conversation on “Improving Organizational Culture through Employee Satisfaction Committees.”
Jennifer King, HR analyst at Software Advice, recently wrote a piece discussing management of company culture. Here on the Xenium blog, a number of posts have been written regarding company culture and the important role it plays in the development of a business. King identifies the possible necessity that a practical organization of company culture should exist. A company may want to ask itself “who nurtures our company culture?”
In an article for Inc., Paul Spiegelman discusses elements which work to enhance great company culture.
His first point lays emphasis on the concept of a core value. Spiegelman writes that a core value for a company should not merely be an abstract motto that goes unrecognized by employees. Rather, “they are essential guideposts when developed, communicated, and executed in a consistent manner.”
In an article, “10 Things Great Bosses Do,” Steve Tobak works to identify tips for business leaders to lead their company to success. While declaring that there are no perfect businesses he does admit that there are a number of great examples at times and that we can learn from the managerial technique involved in creating them. With regard to this technique, I find that Tobak essentially claims that these high-performing managers or bosses must act as fellow team members.
Organizations striving for the next level in terms of growth are often looking for that one thing that can get them over the hump. A killer product or service can take a company to success in its early years, however, it is the employees who end up having the greatest impact on the advancement of the business in the long-term.