Office culture is perhaps one of the most analyzed and repeated buzzwords in corporate America. A 2012 Deloitte study found that 94% of executives and 88% of employees believe a distinct company culture is essential to overall success and employee satisfaction. The study also found that 84% and 83% employees and executives, respectively, said clearly-defined company culture keeps workers engaged and motivated.
Granted new businesses pop up every second, especially in a tech startup haven like the Bay Area. But there are some companies that have been around for decades and still turning profits in 2020. UPS is one of the those classic examples of a company that were forced into change.
The package delivery and supply chain firm was privately-owned prior to the turn of the century. Despite it's large size, employees often spoke about a family-oriented culture. Everyone got Christmas bonuses, turkeys were handed out around Thanksgiving, and finishing your route early brought various incentives.
Everything changed after the company's 1999 IPO. It went from an employee-focused company to a corporation that prioritized stockholders over workers. The one constant at UPS is the healthcare benefits that continue being one of the top incentives of working there, according to former and current workers on Glassdoor.
High turnover, disengaged workers and stagnate profits are tell-tale signs that it's time for an office culture reset. Here are three tips to execute a culture makeover.
The key to getting honest, unfiltered answers and ideas from workers is allowing them to respond anonymously. Ask them what they would change and what they would keep the same. Would they be most productive in cubicles or with open office furniture? Are their work life balance needs being met? Are they given enough feedback and opportunities to advance?
Employee surveys should consists of a few multiple choice questions so you get concrete data on specific issues. But always leave room for open-ended questions and answers. People are always willing to talk about work issues if given the opportunity without repercussions.
Mission statements articulate organizational goals and frameworks to accomplish those goals in a few sentences. Customers, employees and executives should know their roles with the company from a well-written, resonating mission statement.
Make a list of things that your company does and how it distinguishes itself from the competition. Now define how all those things impact the three aforementioned stakeholders. The idea is to be genuine and forthcoming. Phony mission statements are quickly sniffed out by both customers and employees.
This starts with the hiring and onboarding processes. Candidates get a feel for a company's values and culture from the first email exchanges with recruiters and interviews with management. Nothing should feel forced to candidates. A potential employees knows within a few minutes whether the company is right for them or not.
Conduct formal research on how your core values show themselves in the office everyday. The data gathered can be utilized to refine and reinforce values by continuing what is working and modifying aspects that are absent or lacking compared to your expectations.
Eco Office has helped hundreds of Bay Area firms refresh their company culture with office redesigns. Whether you choose new or used office furniture, our team captures the essence of your brand and brings it to life. Give us a call today at 408-437-1700 to discuss your office culture reset.