Filed under: Employee Development, Employee Retention, Executive Leadership, Leadership Development
No matter the size of your company, company leaders should be continually striving to build up a positive company culture that is consistent with the company’s mission and values. However, as businesses everywhere are growing from national organizations into global entities, building up a consistent company culture becomes much more difficult. With expanding companies, it is natural to acquire remote employees and open up new locations overseas, and the last thing you want is for those satellite employees to feel out of sync with the company’s vision and future goals. In addition, you also don’t want your overseas employees to feel like outcasts.
When it comes to company culture I think author of Fit In! The Unofficial Guide to Corporate Culture, Mark Williams, says it best, “not everything that happens in a business is based on visible, objective, and formal rules”. Something I’m sure we’ve all experienced are those unwritten rules that lie between the lines of your company handbook. They cover those little things from where you sit in a meeting to how you should address your manager. It’s these things that help define the environment of a company. Gaining a good understand of a company’s polices and “unwritten rules” can be tough enough on its own but add another location and these challenges become amplified. But all hope is not lost, there are ways to make your employees feel more aligned with your company’s vision. After all, it’s a strong company culture that will keep turnover rates low, productivity high, and employee morale up whether it be in your corporate headquarters or half way around the world.
The Challenge
Opening multiple offices can be a logical step when facing company growth and it can also be a tremendous opportunity. One loss however in separating employees is the loss of personal interaction. A lot of company culture is built up through those conversations by the water cooler, friendly chit-chat in the hallways, or in office humor through games played among co-workers. These are all little pieces that make up what type of culture is present within your company.
These personal interactions also help set a strong foundation of good relationships and trust on which to collaborate to find solutions to work-related problems. So with multiple locations, finding ways for your employees to stay in touch can be one of your biggest challenges.
The Solution
Companies that have unified cultures, no matter how many office locations they may have, have one common trait; they are effective communicators. They value their employees’ opinions and therefore work hard to keep lines of communication constantly open. They also put effort into recognizing individual accomplishments. While the traditional company barbeque or office party may not work for those multi-location companies, there are many other methods to integrate other lines of communication and togetherness. A company blog for instance is a great way to reach your customers, but it’s also a great way to keep all of your employees in the loop about what is going on in different locations. Company reports, newsletters, or daily emails are other great ways to inform all company employees about featured company customers, a funny company story, or shine some light on what your company truly values.
At Questar, we can speak first hand on this topic having remote employees in our UK office. We work hard to make sure all of our employee feel like they’re part of a clear company mission and goal. We have found the greatest way to combat any downfalls of geographic distance is communication, communication, communication. We hold monthly, weekly, and even daily, depending on department, meetings through Skype with our satellite co-workers. This ensures that no matter what project is being worked on, everyone is aware of what has happened, what is currently being worked on, and what needs to still be accomplished in the future. Through this practice, a Questar client can call any one of our employees within that project team to get their questions answered. These meetings also help foster friendly camaraderie amongst groups. Although many of us have never met our UK colleagues in person, they are included in long-running jokes and have become close friends to employees in the US office.
Another connection between offices we make here at Questar is our company quarterly newsletter. Within this form of communication, we always showcase activities and progress made by teams in both locations. When we have companywide meetings in our US office our UK co-workers are present through our online meeting center so they are able to see and hear in real time what is being covered by our company executives.
These are just a few examples of the ways Questar is working to bridge the gap so global business doesn’t feel quite so global. We would love to hear what your company does to enhance its company culture either within one office or one hundred.
Stephanie Peterson | Strategic Communications and Marketing Coordinator
The other day I was talking to an old co-worker of mine and she was telling me how so many people were leaving her particular company recently. They each had their individual reasons, but she couldn’t quite figure out why so many people were quitting. We joked around about some explanations like; the candy dish was always out of mints, or Larry in the corner cubicle smelled. Although we looked at the humorous side of the situation, high turnover rates can be detrimental to companies.
Good managers know that happy employees are loyal, hardworking, and effective employees. They stay faithful to the company and help drive its success. In browsing through some articles I found five different ways companies can improve employee engagement.
1. Give Employees More Control
“Happiness is affected by [employees'] sense of control over their lives,” says Gretchen Rubin, author of the book The Happiness Project.
Employers should look for ways to give employees more control over their schedules, work environment, and work habits. For instance, employers could offer flexibility for their work schedules such as flextime or telecommuting. These days our demanding schedules continue long after we clock out from the workday, and many employees appreciate a boss who is considerate to a work-life balance. Because every person’s obligations outside of work are different, customized schedules are a great way to improve worker satisfaction.
Employers should also encourage employees to customize their workstations. This could include things like pictures and other items that make them feel more comfortable in their workspace. This not only gives employees some control over their work environments, but it can ease individual hardships like back pain or eyestrain. In addition, studies show that certain colors or décor can improve happiness. Employees will therefore be able to create a place they enjoy working in rather than being stuck in a bland office cubicle.
2. Encourage Social Connections
Socialization is a key component of happiness. “Interacting with others gives people a boost in mood – surprisingly, this is true even for introverts,” writes Rubin.
Employers should find ways to encourage social relationships and design an office arrangement that raises communication. Arrange workstations so employees can see each other and talk. Employers can also encourage office celebrations for holidays and birthdays. These celebrations do not need to be expensive. It can be as simple as asking everyone to bring in a covered dish. Even when there is no reason to celebrate, encourage employees to eat lunch together. Provide a comfortable eating area.
Socialization doesn’t have to be limited to traditional office hours. Encourage out of office gatherings like volunteer programs. This gives employees a chance to develop relationships outside of the office while promoting the company in a positive way. Community service is a great way to build a positive reputation, and it is a happiness booster for all the employees that participate.
3. Promote Good Health
Poor health is not only damaging to employees’ bodies, it can also have a negative impact on your business. “Up to 90% of all doctor visits in the United States are for stress-related illnesses,” according to Dr. Mehet Oz of the Dr. Oz Show. Chronic stress has a wide variety of negative side effects including weight gain, lower immune system, increased risk of disease, and fatigue. Employers should encourage employees to reduce stress levels and improve their overall health.
Employers need to first educate employees on these and other health topics. They can provide reading materials or offer seminars. It’s hard for people to make positive health changes if they don’t know what to change or how to change it.
Once employees know more about health topics such as stress, exercising, and healthy eating, start a health related competition within your company. This offers employees motivation and a support system. (This will simultaneously foster more socialization, killing two birds with one stone!) If the entire office is involved, employees will be more likely to accomplish their goals.
To help employees make positive lifestyle changes, have a kitchen equipped with a refrigerator and microwave to prepare healthy meals. Research shows that preparing food is a much healthier option than eating out. Also, encourage breaks throughout the day. Even small amounts of exercise, like walking, throughout the day are beneficial. If possible, offering a discount on gym memberships is a great way to help motivate your employees to make healthy lifestyle changes.
4. Create an Atmosphere of Growth
Jobs are more than a source of income for most people. Jobs are a venue for employees to grow and learn. In a survey based on the works of Susan Herrington, North Tennessee Private Industry Council about employee motivation, employees ranked job characteristics that motivated them. Surprisingly, high wages and promotions were not even in the top three. Instead, the number one desire for employees was “Full Appreciation of Work Being Done.”
Employers can create an atmosphere of growth by providing training, acknowledging benchmarks, and celebrating accomplishments. Employers should also encourage employees to learn new skills by going to conferences and workshops. Employees will become bored and lose motivation if they are never given an opportunity to expand their skills and responsibilities.
5. Break Up Routines
Surprises add a little spark to life, including the workplace. Even a small treat can boost people’s happiness as well as give us a kick from an unexpected gift. These don’t need to be huge by any means but employers should look for small ways to surprise employees. Occasionally bringing in a special treat such as coffee or baked goods are small gestures that show employees that you appreciate the time they’re putting in.
Another idea is to host an office party for a quirky holiday. Employers could even allow employees to make up their own holiday for your company. For example, March 4th could be ‘We’re four months from the 4th of July’ party where employees can bring in their favorite 4th of July dish. Remember, you can celebrate anything. Again, this does not need to be expensive. The keys are breaking up the routine of the workweek, promoting socialization, and demonstrating your appreciation.
I’m not suggesting your company do all of the things I mentioned in this post, but try implementing one or two at your own office and watch as the engagement of your employee increases, as well as your profit line.
Stephanie Peterson | Strategic Communications and Marketing Coordinator
Filed under: Customer Experience, Employee Engagement, Employee Retention, Uncategorized
The fast food industry has one of the highest employee turnover rates compared to any other industry. When I worked in a fast food restaurant back in high school, I saw new faces at least once a week, but only to see some of them quit after a mere week. To be fair, I only put in five months myself. New employees equal a lot of time spent training and patience for mistakes. Because fast food is meant to be “fast,” it’s hard to be satisfied dealing with employee turnover situations that only slow business down.
Perhaps we should turn to the research for a little guidance?
Employees in the fast food business work in a broader industry called “dirty work.” The concept of “dirty work” was first introduced by a social psychologist in the late 1950’s, referring to work that is either disapproved or stigmatized by members of society who do not work in such jobs. I’m not saying that people disapprove of fast food. However, few people aspire to become a worker at such restaurants. According to the research, we tend to wonder how they can do it. (more…)
Filed under: Employee Engagement, Employee Retention, Executive Leadership, Uncategorized
As the “great recession” begins to ease, many employees are poised to leave – up to 84% according to some research. And as their employees become restless, leaders in many organizations begin to shift their focus once again from cost containment to talent retention. Yet despite reemerging enthusiasm for talent retention, many organizations are basing their retention efforts on faulty assumptions. (more…)
Filed under: Employee Development, Employee Engagement, Employee Retention, Executive Leadership
We are excited to be exhibiting at SIOP conference once again this year. If you are heading there as well, be sure to stop by our booth (215) for your chance to win a new iPad 2 or Kindle. The SIOP conference is a three-day conference that includes the country’s top industrial-organizational psychologists for discussion on current issues and emerging trends in the workplace.
To learn more about the SIOP conference please visit http://www.siop.org/conferences/
Filed under: Employee Communication, Employee Development, Employee Engagement, Employee Retention, Executive Leadership
No doubt many of your employees are asking themselves this question as the new year approaches. According research by Manpower as reported in an article on CNN.com, up to 84% of all employees will be looking for a new job as they ring in the new year.
Many employers are making New Year’s resolutions of their own – hoping to avert this impending mass exodus of employees. If you’re doing the same, there are some things you can do to help retain your employees in 2011. Based on research that Questar has done on drivers of employee loyalty, here are some steps you can (more…)
Filed under: Employee Engagement, Employee Retention, Research, Uncategorized
As Thanksgiving approaches, Americans pause this week to reflect on their blessings. So what are you thankful for? For most people, the intangibles probably come to mind first – the many things that money can’t buy like family, friends, and experiences. Basic needs that are met may also make the list – shelter, clothing, food. And in an economy where more than 9% are unemployed, this Thanksgiving holiday many are thankful that they have a job.
If you ask people why they work, they will probably mention money as the primary reason. But if you ask people what they like best about their jobs, money usually doesn’t top the list. Work brings so much more to people’s lives. Over the past 25 years, Questar has asked millions of employees what they like (more…)
Filed under: Employee Engagement, Employee Retention, Uncategorized, Work Life Balance
Imagine for a minute the following advertisement I saw in my inbox yesterday. There is a man floating down the Colorado River sporting a t-shirt, plaid shorts, and a fisherman’s hat. The water is calm and he looks to be getting ready to snap a shot of the Grand Canyon from a turn in the river. And what does the caption say? “Freedom is life outside the cubicle.” Ok, it’s piqued my interest and I decide to scan the text. “Get work/life balance… Life is freer outside the office …remote access to your computer…” Got it – it’s a remote access software program. But just as I’m hovering over the delete button another line catches my eye and I read on: “Update a file while you’re enjoying a long lunch… be in two places at once… Print a file on your work computer to a local printer – say, at the beach resort you’re enjoying for the week.”
Printing a file from a beach resort would be the last thing on my mind. Don’t get me wrong – I’m all for technology that helps me be more productive. I may not be addicted, but I regularly use my company’s VPN and check email from my smart phone. The duality of the messaging got me thinking. Are freedom and connectedness (more…)
Filed under: Employee Development, Employee Engagement, Employee Retention, Work Life Balance
Today Anna Erickson’s article “Are Employers Facing a Deficit of Trust?” was featured in the Good Company Blog. If you have a few minutes you should check it out http://www.phwa.org/resources/goodcompany/blog/2010/06/are-employers-facing-a-deficit.php
While waiting in the airport recently, I noticed that the guy sitting next to me had taped paper over the webcam at the top of his laptop. I chuckled to myself at first at his apparent paranoia. Then I thought about that kid in Philadelphia who sued his school for taking photos of him on his laptop without his knowledge. So who could blame this young professional at the airport for being cautious? It is more than a little creepy thinking that your boss might be watching you in your hotel room on a business trip. Which got me thinking about trust.
Trust is lacking in many workplaces today. Employers don’t trust employees. Employees don’t trust employers. We see it in the survey business all the time. Clients hire my firm to conduct their employee surveys in part to ensure anonymity of respondents and confidentiality of results. And yet no matter how it’s communicated some employees will never believe their survey responses are anonymous. And so, with the fear of big brother looking over their shoulders, many employees miss the opportunity to provide honest feedback that might improve their workplace….(more)
