What do you do when you get low culture survey results?
A study by the Society for Human Resource Management found that 80% of employees say that workplace culture is a crucial factor in their decision to stay in an organization.
Whenever someone shares with me that they quit their position and moved on to something else, I always ask them, “Was there a defining moment when you knew you were going to leave?” Many people can think of a specific conversation, meeting or interaction that they had with their manager that caused that defining moment.
Here are three tips on how you can improve employee culture survey results:
Tip #1: Remember that values drive culture.
What you value is what you spend time talking about and doing. We cannot just put a list of words on the wall and say those are our values.
Values are what people hear that get measured, talked about, and trained on in your organization. The culture is really an outcrop of those values when they are lived on a day-to-day basis by your leaders.
Tip #2: Supervisors demonstrate culture.
The supervisor has the most interaction with the frontline employees. For many employees or team members, it is only their interactions with their supervisor that really tell them what the culture of the business is.
Many organizations would be better off if they simply made a commitment not to allow any team members to work for a leader who treats people with disrespect or treats them poorly.
You are setting yourself up for failure as an organization by having leaders who interact with people in a way that is not conducive to the culture you are trying to create.
Tip #3: Focus on positive employee experience.
Now, I do not mean experience on someone’s resume, I am talking about the experience an employee has from the day that they are interviewed, to the day that they are onboarded, and through their first few months of their experience working in your organization. You have probably experienced it yourself when changing jobs, that what you think you were going to walk into is not what the reality was when you actually stepped onto the factory floor. So, we want to actually plot out the employee experience and make sure that we have the right positive, emotional touchpoints with those employees in their first few days and weeks of employment. We know that if we can keep them past the first few weeks or few months, their risk of leaving goes down quite a bit.
Responding to the negative results of a manufacturing employee culture survey is not an easy thing to do. You must focus on the behaviors of your leaders and the overall culture that your management team is creating.
Our team is standing by to talk with you about how we can partner up with you on a pilot project and expand to become your partners in performance.
Contact us and we will help you build the leadership team that creates the employee culture survey results that you’re looking for.