How important is my organization’s culture to engagement in the workplace?

It’s essential. Companies are often anxious to get our list of tactical steps to increase employee engagement to so they begin implementation immediately. Unfortunately, tactical actions, no matter how many or in what combination, are not enough to create a truly sustainable high performance organization. Sustainable change and improvement can only come through sustained (consistent and repeated) behavioral norms that are congruent with organizational core values, mission and vision. The most efficient and effective way to do that is with an organizational culture that serves as a constant guide and reminder of what is expected from every employee every minute of the day. Culture in an organization is built on two primary sources, the stated core values, mission and vision (understood throughout the company) and more importantly in the visible daily behavior of leadership (from the CEO down to the line supervisor). Plaques on the wall quickly become meaningless when the lofty goals and norms are not reinforced by leadership actions. What leadership actually does, how they behave, is far more illustrative of what the cultural norms are than any other factor. If you want know where most of the cynicism comes from in a company, look no further than the dissonance between what is stated and what is lived (demonstrated by leaders) and observed/experienced by staff. There is no list of engagement “solutions,” no matter how expertly crafted or deployed, that can overcome a company culture that is incongruent (or non-existent) with those solutions.

How important is my organization’s culture to engagement in the workplace?
 

Engagient Multi-Media

Quick Clips on Employee Engagement.

Connect With Engagient

Sign up to receive our Employee Engagement Tips Sheet.
 

Recent posts

Blog

Archives

Quotes

Don Rheem was one of the best presenters any of us had ever encountered.

I began to see positive changes within a short time as we started implementing Engagient’s best practices.

Feedback was overwhelmingly positive and several colleagues expressed a desire to bring him in to work with their organizations.

--Elizabeth Donoghue, Executive Director
FLAIRS
 
  • RSS
  • Twitter
  • Facebook
  • LinkedIn