Defining Corporate Culture and Values
In 2019 Achievers, an employee success platform did a survey asking employees how engaged they were in their companies and if they would be searching for a different position in the following year. Approximately 65% said they were somewhat engaged or average engaged in their companies desiring companies to do more or are open to looking outside their current companies. The danger for companies with disengaged employees is loss of productivity, loss of customer engagement and ultimately higher turn-over, which in turn translates to loss of income. According to the Achievers survey, the top two factors affecting team satisfaction are the culture and values of the organization. Even though the survey was taken in 2019, it’s clear that 2020 has brought an even greater sense of disengagement due to the distance and adaptations corporations were forced to make. So, what can be done?
Culture and values can be changed when leadership understands the unique strengths of their team members. Understanding the strengths of the team helps build esteem and invites team members to claim greater responsibility in the productivity of the organization. When team members see themselves as a valuable asset to the company, their satisfaction increases and they are willing to increase their attention and energy for more productive outcomes and be part of the cultural change needed to engage and retain team members.
True Colors has been a tool for enhancing organizational culture for decades. The programs that True Colors offers are fun, inspiring, and an engaging way for team members to learn about their own strengths, their preferences and their ways of communicating. True Colors consultants can help customize a program for your organization that can focus on your unique challenges- whether it be team-building, conflict management, and diversity and/or inclusion training. True Colors takes time-proven systems and challenges leaders to examine their own ways of seeing the company’s culture and their own contribution to shaping that culture.
For example, as a leader who is primarily green, they may be focused on ensuring that the company is following the big-picture at all costs, rather than focusing on the feelings of the team members. However, they will need to adapt her leadership style in order to understand that the team needs her to pay attention to how everyone feels about the big picture. Or a primary gold team leader who wants to establish a culture that is grounded in the company tradition may be stifling team members who are ready for that tradition to adapt and change for the future.
Employee engagement is critical to every organization’s success. True Colors consultants can provide tools your organization needs to shift the culture and values that will lead to greater engagement and stronger communication across your organization. Contact us today and we’ll set up a custom program for you.