Modernize Benefits to Win the Talent War
Benefits that accommodate the changing needs of employees help improve both retention and recruitment . On one hand , you may be able to identify creative options that the whole company can rally behind . On the other , you may try to boost individual employee contributions through unique benefits that have been designed according to functional area and performance achievement categories . The key is to pay close attention to employee interests . A PTO day for volunteering with a cause or charity might just be their No . 1 pick — rather than a shared bonus . Don ’ t be afraid to tailor benefits for success .
shift that will be necessary to change the company ’ s operating style and impact performance . Linked to and highlighting support data from the earlier brand review , it will also lay out the company ’ s plan for implementing cultural change . Ultimately , it ’ s a document that leadership , and all employees , will come back to throughout the process in order to keep the broader vision in view .
PHASE 3
Reignite Employee Passion for the Brand Beyond the form a culture campaign takes , its business objective ensures that employees stay positively focused on productivity and innovation . It ’ s generally innovation that excites employees . In fact , it might be what attracted them to their role and / or the company . Often , however , simple fatigue can set in . To combat this , they ’ ll need encouragement and modeling by company leaders that directly addresses the issues identified in the employee surveys . This is not a one-step process . Nor does it derive from an executive team driving culture change from the top down . Rather it necessitates rethinking how all leaders are serving as culture ambassadors — envisioning and empowering them to demonstrate new attitudes and procedures that stem from the new culture manifesto .
CREATE , BUILD , AND SUSTAIN MOMENTUM
Leaders can , and should , increase their face-time with employees , perhaps in new settings that will encourage thinking and operating differently . They can also offer resources that promote the desired cultural shift : team bonding exercises , fresh visuals and messaging that uphold culture , case studies on the company ’ s latest round of wins , and key insights from employees who are embodying the cultural shift .
Changes to the physical workspace can help — from freshening color palettes and artwork or adjusting lighting and buying new furniture to reorganizing workstations strategically in order to increase productivity and innovation — as can engaging employees by inviting them to take part in remodeling decisions . Related to this , it will be important to ensure that materials are interactive — inviting feedback through Intranet portals such as Yammer — as well as to continually update communication channels to be lateral , spontaneous , and creative .
UTILIZE EMPLOYEES AS BRAND AND CULTURE AMBASSADORS
Perhaps the most essential tactic will be to identify positive employees and invite them to be part of a culture shift steering committee . The best ambassadors can be those who are talented , motivated , and moved by positive input . Resource them with tools , talking points , and visuals that showcase company goals — helping them to demonstrate , from within the ranks , the potential impact of the culture shift that ’ s underway .
Ultimately , such tactics can dramatically affect how your brand performs in the marketplace by significantly altering the mood of your entire organization .
PHASE 4
Evaluate and Update Your Plans for Sustained Effect Once a culture campaign is underway , it ’ s critical to assess its adoption throughout the organization as well as to keep lines of communication open with employees . On one hand , it ’ s necessary for management to intentionally check in with employees post-launch . Are they making contributions to business success ? Have they engaged in development programs ? How have they been participating to fulfill the manifesto , as well as career goals ? On the other hand , it ’ s essential to encourage employees to offer feedback on the company ’ s performance , to comment on their work experiences , and allow culture-specific issues to be vented .
Including this vital data will pinpoint areas that need to be addressed through updates to the original plan and highlight others where the culture is indeed shifting . In the end , such intentional and ongoing assessments will ensure that the new culture not only takes root but also that it continues to foster the productivity and innovation that ’ s critical to success in today ’ s market .
18 | SNB . COM // CONNECT CULTURE WINTER 2016