Candidates always ask me questions about a company’s culture. In most cases, the awareness of having a good culture is present. However, implementation efforts for cultural change are not always so effective. On average, around 80% of questions I receive are about Corporate Wellbeing and Culture. It is important to note that the definition of good culture can vary from one candidate to another.
Can one understand culture from websites or employee handbooks? Who is responsible for maintaining a good culture in an organization? These are some of the questions that I will address today.
To make employees feel more connected to the company, supporting them across all aspects of wellbeing is essential.
Culture is the foundation of a successful company! Workplace culture is what it means to be an employee at the company. These are the core values and often can’t be seen on a company’s website. Workplace cultures tackle how things are done in the institution. Management styles and procedures are influenced by the culture. Programs flourish when the culture is focused on employee well-being and health.
To make employees feel more connected to the company, supporting them across all aspects of wellbeing is essential. This will provide them with a purpose, which would consequently result in higher productivity.
To evaluate the current culture: companies are conducting surveys to receive feedback and learn about employee’s experiences. These surveys are the first step into deeper discussions about employee’s wellbeing. Rewarding managers, who foster the wellbeing of employees, bring tremendous value to an organization. Culture requires constant involvement from everyone, especially from the employees themselves. It is not just responsibility for Human Resources nor a 2021 initiative.
In my opinion, the companies that survived this pandemic are not only the companies that had financial stability; but rather the ones that had good culture initiatives fostered prior to the COVID-19 pandemic.
Thus, companies have a huge responsibility in employee’s wellbeing - where employees also do their part.
Furthermore, Employees need to take care of their mental health. They need to:
• Seek help when needed
• Identify detrimental wellbeing patterns and take action
I hear a lot of blame and poor culture narratives in interviews. Not having a good workplace culture can lead to lower employee engagement, higher turnover, and poor performance.
After conducting many interviews, I concluded that fulfillment starts within you. It begins with an attitude that you portray towards your work. Companies can implement policies and programs that can support you in your mental health journey, but it is up to you to make the first step. Understand your boundaries and communicate them with your managers is your responsibility. I do believe we live in a world of opportunity opportunities; in a world where if you are not given what you want; you can voice that. Dive into your world and ask yourself these questions:
• What makes me feel down?
• What makes me feel uneasy?
• What is triggering my current feelings and emotions right now?
Everyone has the responsibility to create a positive culture in their organization. We all have our parts in it! It is a collective effort to create a nourishing environment where growth and development happens.
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