This week we explore why anonymous surveys don’t work and how to reverse course when company culture hits rock bottom. We also look into strategies that can improve the impact of your diversity initiatives and why “three-year letters” are the new employee journey.
This week’s growth quote:
“My destination is no longer a place, rather a new way of seeing.”
– Marcel Proust
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HR Daily Advisor
When you know what an employee needs you can help them thrive. The question is how to gather that information. Deborah Holstein, CMO of Betterworks, warns against anonymous surveys. They might seem like a good idea but in reality they leave you with nuggets of data but nobody to follow up with, while simultaneously contributing to a culture where employees avoid transparent conversations, which might be uncomfortable in the moment, but are crucial to your company’s long-term success.
Despite growing numbers of diversity initiatives, results continue to be disappointing. Matt Krentz, who leads the Boston Consulting Group’s diversity and leadership efforts, wanted to understand why and what could be done about it. He looked to a recent BCG survey of more than 16,000 employees in 14 countries for answers and found that consistent anti-discrimination policies, concrete goals, and the cooperation of diverse employees all strengthen diversity and inclusion efforts.
If you want to keep employees engaged, motivated and committed, help them see their ‘future-self.’ That’s why Julie Monroe, Director of Talent Management at West Monroe Partners, asks her staff to write a “three-year letter” to themselves, describing their work goals and personal aspirations. As a result, they become more focused on both short-term and long-term goals — raising retention and satisfaction.
Company culture is hard to define and difficult to measure — but essential to your success. So how can you improve company culture when it’s taken a dive? Try any of the six strategies shared by industry insiders, which include giving culture initiatives teeth, fostering deeper connections between employees, and building regular and honest feedback loops.
Ready to turbocharge your organization’s performance? Read the Ultimate Guide to OKRs featuring New York Times bestselling author John Doerr.
If you missed the last recap, read it here: Culture in 2030, Helping Parents Thrive at Work, and Navigating Failure