More and more, companies are realizing the importance of focusing time, money, and effort on their culture. You can offer the right paying job to any candidate, but without the right practices, values, goals, and other areas that make up a company’s culture, you can only retain a top employee for so long.
Most organizations understand that they should be spending time assessing leadership, reassessing pay/benefits, and talking more with employees about what changes they want to see, but often times, the subtlest, cost effective changes can mean the most. Below are three low-cost solutions to improving your company’s culture.
Something as simple as a pat on the back can encourage even the most disgruntled worker. Often times, leaders in organizations feel that they have to spend big bucks for rewards tied to recognition, when really, the recognition itself was all the employee was looking for. Additionally, some organizations are hesitant to consider any kind of recognition reward as they feel it may start negative perceptions between employees or with employees and direct supervisors.
For example, let’s say Tommy wins an award for employee of the month. Tommy’s coworker, Monica, is upset because she feels as if her hard work went unnoticed. To avoid negative perceptions such as this, you should consider allowing employees and managers to recognize one another through a simple letter/note system. Your company could even have a recognition board for employees and managers to post notes to recognize others for things such as outstanding performance, going out of one’s way to help another, etc.
Empowering employees by encouraging, challenging, and assisting them with taking on new responsibilities is a great tactic for creating a more engaged workforce. Employees tend to feel more of a sense of ownership and commitment as they become more engaged and involved in activities they know they were specifically recommended or targeted for, especially if they feel management is trying to grow and develop them.
Consider teaching employees a new way of completing a current task, or having them assist with a new task that fits their skill set, as just a few examples. Let them know that they were chosen for a reason and reinforce their value along the way. For more skilled and tenured individuals, consider allowing them to come up with recommendations for improving processes and/or allowing them to teach a valuable skill to other employees.
Receiving feedback on one’s job performance such as an on-going, real-time 360 process is a practice that is becoming important to more and more employees. Employees want to know what others think of their performance, and receiving feedback is something very important to millennials. Thus, consider encouraging more consistent, informal feedback sessions with managers and employees.
Moreover, employees should have the option to receive feedback from anyone who has substantial experience working with the particular individual including managers, coworkers, subordinates, clients, and customers.
Improving your culture doesn’t have to be a costly process. A few simple tweaks to how you recognize, empower, and give feedback to your employees will go a long way. Improving your culture will help improve your company’s morale and help in reducing turnover – two things that all companies should strive for.