How to Achieve a Winning Culture for Your Organization

As the manager of your business, a great responsibility is in your hands. You have the power to change the policies of your organization in just a stroke of pen. You also have to be smart in hiring, giving promotions to those who deserve it and firing people who shows no effort to contribute to the good of the organization as a whole. But have you ever consider changing the entrenched culture that you and the rest of the people in your company or organization are following? 

Changing a culture that you are already used to can be one of the hardest things possible. But of course, you have to be positive about it. With a strong desire, you will certainly reach your goal. But that’s not just about it. There may be more things that are involved like getting a new technology that can make the tasks easier without sacrificing the efficiency of every project that you will be coming up with. A change in business culture is attainable when everybody in the entire organization participates well. The first thing that you may need to do is to explain to them the importance of changing the businesses’ culture and the steps that all of you must take in order to achieve it. 

One of the most important results that a company can get through a change in culture is improved employee engagement. The employees is of course one of the most important factors that consist any company. When the leaders, managers and employees are working in perfect harmony, everything can be so much better. To achieve this, you must overcome all hurdles that may affect the efficiency of your performance. There are companies that are committed to helping organizations in improving their organizational performance that can help you. 

Stimulating creativity in the workplace is one of the most important things that you need to bear in mind. This will involve the evaluation of your company’s personnel structure. It is important that you are able to identify the strength and weaknesses of your company. For some time, just changing the office set-up can hold a great innovation. You can assign everyone to work stations in close proximity to jump-start communication. Most of all, you have to make your people feel that you trust them. That is very important for a better employee engagement. 

How Important Is It For You To Survey Your Employees?

When business owners read blogs about business performance consulting, they’re generally looking for one of two things. Either they want to learn how to increase their revenue through options like branding or internet marketing, or they want to learn better ways to retain high quality employees. Because high quality employees and the retention of such employees is important to any business owner, this article is going to focus on the use of surveys to retain those valuable gems!

Most fortune 100 or fortune 500 businesses do several things very good. One of the things that they are best at is quality employee retention. Another thing that you'll often find in common with the vast majority of fortune 500 companies is the use of employee onboarding surveys. These are surveys given to fresh new employees to get a feel for how new employees take the transition into the new job. Studies show, if the employee is happy on day one, they will be unlikely to leave any time soon. With so many larger companies taking advantage of employee onboarding surveys, you've got to wonder if that's something you should be doing in your company. But, is it enough.

A newer idea has been emerging in the business realm recently. Many of these large businesses are starting to use an employee exit survey to track other things. These surveys are designed to allow the business owners and managers to get a gauge of what the employee enjoyed and didn't enjoy while working for the company. This valuable insight could help you, the business owner, to get a clear understanding for what you could be doing better to retain your most valuable employees!

The only person that can tell you that this will be a good option for you is you. You know your business better than anyone else. However, with so many larger companies grasping onto surveying their employees, it only makes sense that in most cases it will be a good idea to do!

"Important to Capture “Voice of Employee” to Assess Business Performance "

It’s a known fact, to set up and sustain a running business, human capital is very crucial. In a dynamic environment such as today where organization our thriving on key attributes like good customer service, high productivity, etc. top management of all leading org across industries are becoming more and more concerned and taking all necessary steps to constantly monitor the pulse of their employees. As a result there is a growing trend to invest a great deal of thought to ensure accurate feedback is solicited from every employee at each stage of an employee life cycle i.e. Employee on-boarding survey, employee exit survey, employee satisfaction survey, etc.

In this fast pace environment, survey methodology makes this task much simpler and efficient. Besides offering comfort of anonymity to the respondents it also brings structure to the responses captured which enable the management to analyze and subsequently interpret the root cause more accurately. Survey mode i.e. should it be online, face 2 face, hard copy; etc can be decided keeping in mind the scale of audience (sample size), org culture and the sensitivity surrounding the core issue.

There was a time when organization used to deploy these surveys as a reactive remediation when they sense a problem w.r.t high employee turnover, low productivity, growing employee grievances, etc. However now corporate do have a pro-active outlook and prefer to run employee on boarding and exit survey as a part of their standard operating procedures under the broader human resources framework.

Lately, another trend has been noticed amongst the leading corporate, to ensure that all such survey exercise is done required justice and clear goals are put forth to address the people issues, they are seeking professional guidance and support from an external party. Most of the consulting firms involved in advisory services do provide conceptual and administrative assistance to execute on boarding, performance management, employee satisfaction and exit survey successfully, needless to mention these services come at certain price.

Factors Uncovered in Employee On-boarding Survey

Resumes, qualifying examinations, interview scores and recommendations are not enough to get to know your employees. Fact is, the aforementioned are considered initial and shallow if used as basis to judge a person’s characteristics. That is why it is always recommended to establishment owners and human resource personnel to use the employee onboarding survey so that you could thoroughly get to know the person you are about to take into your organization.

An employee on-boarding survey is a questionnaire given out to the respondent or subject to be answered immediately. It I composed of several personality questions that will determine the person’s perception in several factors. Below are the aspects to be uncovered in this kind of survey questionnaire.

Perception towards Work

This questionnaire has questions that will determine how professional a person can be. This will help you determine if the applicant would be an asset to your firm or not. This will also help you brand what kind of worker he is. These questions are specially made by human resource experts and these are the same experts who constructed the employee exit survey.

Socialization in Work

Socialization is a huge part in a workplace. This questionnaire will also uncover if the applicant has the ability to mingle and associate with the other employees. In other words, this questionnaire will help determine if the applicant can be a team player. This is very important since the success of an organization depends on how the employees work together.

The Meaning of Work for the Applicant

Knowing what work means to the applicant will help you know the extents the person is willing to go just for the sake of the organization. Fact is, not all applicants are that passionate when it comes to work and this questionnaire will help you know which applicant has the drive and vision that will benefit the organization.

This questionnaire is actually more like the employee exit survey. This will uncover the true color of the person who is applying for a position in your establishment.