How Shifting Your Company Culture Can Increase Productivity
How Shifting Your Company Culture Can Increase Productivity

How Shifting Your Company Culture Can Increase Productivity

The Company Culture Crisis

If you are reading this article, it is highly likely that you are witnessing some challenges in your company. These issues are probably in the areas of customer experience, declining revenues, and employee retention. Many leaders mired in these problems have anecdotal evidence that hint to poor employee engagement being the root cause. But they typically lack quantifiable data that would help them make a strong case for addressing company culture issues with C-level management or devise an effective plan for course correction.

Can you relate to any of the following scenarios?

  • Some of your managers and leaders don’t think that there is an issue related to employee engagement. As a company culture and employee engagementresult, it’s not part of the larger business conversation on a regular basis.
  • Your organization does not have a clear way to measure what your employee engagement is or how it correlates to your business’s bottom line.
  • Your company may have tried various methods for managing employee engagement and company culture in the past with no success. All efforts and conversations surrounding the topic were abandoned.
  • The methods of employee engagement your company tried in the past resulted in a ton of work to analyze the results. You were left scratching your head, trying to figure out what it meant for your business and what steps you should take next.

What Stops Companies From Moving Forward?

If any of the above sounds like your business, you are not alone. Many organizations in the U.S. are struggling with how to keep their employees engaged and it is impacting their bottom line, whether they realize how or not. Too often, leaders abandon attempts to make company culture shifts because of the cumbersome process of trying to get accurate data that ties employee engagement to results.

To be fair, this data connection can be hard to produce without help. What most companies want (and need) is a way to have actionable information that will tell them the specific areas in their business that need improvement and suggestions on ways to achieve that. The question on every leader’s mind: is this even possible to achieve without all the frustrations?

Another challenge: most organizations are unsure about how much they should invest in company culture projects because the return on investment is unknown. It’s no surprise that it’s hard to get buy-in from senior level leadership. The C-Suite’s biggest fear is that this type of project won’t move the needle. Another fear stopping companies from moving forward with culture-shifting projects is that they feel if they ask people’s opinions, receive the feedback and don’t make any changes, it will impact the business negatively. If there isn’t a clear champion of a culture-shifting project and too many other business priorities, it simply ends up being an unsuccessful initiative, if it’s even attempted at all.

The Employee Engagement Reality

“63% of employees are not engaged, meaning they lack motivation and are less likely to invest effort in organization goals or outcomes.”

– Gallup 2013, State of the Global Workplace Study

employee engagement affects salesMost companies don’t believe that the issues they are experiencing in sales, market share, and customer experience are related at all to employee engagement. But there is much data to support that a highly disengaged workforce causes issues like retention, negativity, and lack of goal achievement. If this happens to be the majority of your workforce, it can be difficult for you to grow, let alone service your existing clientele well.

The top elements that impact your company culture and employee’s engagement or disengagement are:

  • The work itself and the management environment (your leadership team)
  • People’s ability to learn and grow (are there growth plans and outlined learning tracks to improve?)
  • The flexibility and inclusion of the workplace (Where people sit, equipment conditions, and is your environment fun?)
  • Trust in leadership (Do they trust the leaders in your organization?)

A Path To Success

The need to be able to measure these areas of employee engagement inside our business became critical to our team at Blytheco. We needed something easy that would help us see the exact leavers we needed to pull in our business so that we could improve our employee relationships and our bottom line. We searched for a new tool that could assist us in doing this in a cost-effective way.

employee engagement successIn our experience, working with a company that had been through a similar transformation we were seeking to make was helpful. Measuring against other businesses that had been through the same process gave us the necessary pathway to success. We were able to deploy this survey method to our employees four years in a row and now have raving results.

The results our survey provided showed us specific areas we needed to work on as a leadership team to improve our overall engagement. We put plans in place and were very transparent with our workforce about the feedback they were giving us and the action we were taking because of it. The act of transparency and movement continued to improve our scores. Each year, there is new data in our survey, and we continue to refine our employee experience. As a result, it has improved our business results; we have had the highest revenue, and profitability in our company’s 36-year history.

If you are interested in seeing a transformation like this in your organization, visit the Employee Engagement page on our site, or give us a call at 949-268-4371 to see if we can help you shift your team into a high functioning, goal achieving goldmine!


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Article reprinted from the Spring 2017 issue of Bellwether.

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Apryl Hanson is Blytheco's Senior Director of Customer and Partner Strategy. She has more than 15 years of management experience within the software industry, including service as Director of Partner Programs and Development, and Director of Sales at Sage. Connect with her on Twitter @AprylHanson.

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