Company culture allows an organization to define the environment of their workforce. It includes a variety of essential elements, including work environment, and the company’s mission, values, and goals. Company culture is important to employees. Your workforce is more likely to enjoy their time spent in the workplace when they agree with the company culture. They tend to develop better relationships with coworkers and are even more productive.
Plain and simple, companies operate better when they invest in their employees. However, a strong company culture does not equate to an engaged employee or workforce. There are some key differences between the two:
- Employee engagement is the feeling that individuals have towards their work at the company. It draws on how motivated an employee is to excel at an organization.
- Company culture is the behaviour or personality of the organization. It is the response that your workforce has towards the structure, processes and communication methods on how an employee should behave to be accepted in the organization.
Employee engagement and company culture are two of the most important issues companies are facing. 87% of organizations cite culture and engagement as one of their top challenges, and 50% call the problem “very important.” Organizations are constantly tasked with providing their workforce an environment with strong leadership that strives to outperform its competition. How is this done? Through an engaged employee base that cares about the product or service they represent and will work hard to ensure the success of the business.
To achieve employee engagement, you must start with company culture, or more specifically, a high-performance culture. High-performance companies are the organizations who are industry leaders and they are actively recruiting top talent. These are companies with a distinct culture that allows them to stay competitive in the employer and financial market. The culture that a company builds and promotes is often used to promote an organization’s employment brand.
Employees today are very much like customers. With the recent changes to the retail market, employees have more options than ever when looking for employment. This shift in mentality has put employers in the position of having to actively attract candidates, and those methods for attraction need to remain fluid and continually evolve with the job market. Employees no longer put significant emphasis on finding an employer that they will stay with through to retirement but instead are more likely to choose their jobs based on interests that are relevant to their personality and lifestyle.
Company culture is more than just a recruitment tool. It is the framework an organization provides to its employees to keep them engaged. By outlining the vision and goals of an organization, and a personality for your business, you are designing a set of criteria that should be screened against when looking at potential employees. If employees relate to the culture and the way the business is run, then they are more likely to remain engaged and succeed in your organization.
High performers push companies forward, and these days candidates are more informed than ever. With easy access to information regarding the average salaries of similar industry positions to what others are saying about a certain company, organizations must be transparent with candidates. This transparency is important because it allows for individuals outside of the organization to get a glimpse of what it’s like to work at that company and gain insight into whether working for that company would be a good fit. A bad fit will often result in a disengaged employee who often performs lower than most.
Employee engagement can lead to a change in culture – a change in how leaders lead, how a company is run and the decisions it makes. It is not the accountability of a single department or an initiative or project that a focus group or team can deliver. Unless employee engagement becomes a fundamental part of an organization’s philosophy and ingrained within the attitude and behaviour of the leaders, then it will become ‘just another initiative’ with little effect.
Mindfield is a Recruitment Outsourcing solutions provider that partners with companies to create powerful hourly workforces. Our solutions combine a recruitment team, simple to use technology and a data-driven hiring strategy that promises to improve the quality of your hourly workforce. This approach focuses on tying business outcomes such as sales performance, tenure, and engagement to the selection, hiring and measurement of quality candidates.