Culture and Employee Engagement are Linked
We believe corporate culture and employee engagement are two pieces of a puzzle that fit perfectly together and are not complete without the other. That is how closely they are linked.
Let’s start with organizational culture. While different pockets of culture can exist in various teams and geographies within a company, we think of organizational culture as a company-wide construct. It is “The Way” things truly get done on a day-to-day basis.
Organizational culture is made up of the behaviors and practices of the company as a whole. It includes the known and unspoken values, beliefs and assumptions that underlie how and why things get done. Organizational culture represents the norms that define how employees behave and what they believe.
Culture and Performance
And, in terms of performance, organizational culture matters. Our organizational alignment research found that corporate culture accounts for 40% of the difference between high and low performing organizations.
Employee Engagement Is About Organizational Health
We believe that measuring and improving engagement is a powerful talent management tool to help attract, develop, engage and retain top talent. We think of employee engagement as looking at an individual employee’s level of advocacy, discretionary effort and intent to stay. Employee engagement surveys typically help leaders and managers understand how their individual employees feel about their work situation.
And while engagement certainly provides a perspective about the impact that the overall culture has on employee’s attitudes toward their job, we do not believe engagement fully measures cultural effectiveness. We see high levels of employee engagement as an outcome of a healthy organizational culture, not the cause.
Employee Engagement and Performance
Like workplace culture, employee engagement also matters in terms of business performance. On average, highly engaged employees create:
How Does Culture and Employee Engagement Fit Together?
Through our work with clients in the field of high performance both in terms of organizational culture and employee engagement, we have found that organizations with stronger cultures also have a highly engaged workforce.
Three Cultural Components Have The Highest Correlation To Higher Levels of Employee Engagement
1. Alignment with Goals
You will know alignment is happening when employees:
2. Trust in Senior Leaders
You will leadership trust is happening when employees:
3. Feeling Valued
You will know employees feel valued when they:
The Bottom Line
Strategic Clarity – To improve performance, start with a compelling, believable and implementable strategy that is clear enough to guide an individual’s work. Strategic clarity provides the solid foundation from which everything else flows. Strategic ambiguity creates ineffectiveness and inefficiencies.
Aligned Culture – Once your business strategy is clear enough to act and people are committed to it, it is time to shape and align your corporate culture to purposefully drive your strategy forward. Smart leaders invest the time and effort to create the environment necessary for their employees to perform at their peak.
Differentiated Talent – Once your strategy is clear enough to act and you have aligned your high performance culture for that strategy, it is time to attract, develop, engage and retain talent that fits your unique situation. This is where employee engagement should be understood within the context of your organizational culture, business strategy and talent management plan.
When you have a compelling direction, a culture that works and employees who are fully engaged, you have a winning combination that is hard for your competitors to replicate.
To learn more about culture and employee engagement, download Employee Engagement and Retention Best Practices Toolkit for Leaders
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How to Ensure Smart Talent Management
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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
Vice President, HR and IT
We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.
Vice President Human Resources
We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.
Vice President, Human Resources
Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.
Kelly Warren, SPHR
Director, HR & Compliance
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