You might think that your employees and the candidates you’re hoping to attract want a company culture that’s fun and free. Xbox in the lounge!
But what they really want is to feel safe and supported.
Your employees and future candidates look to your company culture and values as a reflection of how they will and should be treated. Understanding how your company is viewed by employees, both current and prospective, can help you then understand the type of talent you attract and keep. In honor of Employee Appreciation Day, March 1, take a couple of minutes to think about how your company’s culture, values, and perks align, and what impact that has on your bottom line.
Perks aren’t just fun and games: team lunches and beer tastings have their place, but there are benefits that have more meaning and reflect the culture you want to embrace. If being direct is an important value at your company, encouraging feedback and rewarding transparency will help reinforce that part of your culture. And gathering information from employees with anonymous reporting apps like STOPit can help facilitate the process of reporting behavior and function as a premium perk that helps companies address behavior proactively.
Assess Your Current Culture — And React
And according to a survey by Deloitte, company culture is the second most important priority, behind pay, for millenials when they are considering a role at a company. The same survey also says 60 percent of millennials are predicted to leave their current company by 2020. What you do now in regards to workplace culture can impact if or how that projection effects your organization.
As workplace culture is obviously important to attracting and retaining talented employees, particularly millennials, addressing the issues behind these statistics could mean the difference between your company thriving or failing. And the difference between keeping a great staff or losing them due to toxic behaviors that senior management is either enabling or unaware of.
More and more business leaders are taking steps to assess their current culture, identifying areas for improvement, gathering information from employees with anonymous reporting apps like STOPit, and training employees on what is and is not acceptable workplace behavior. Clearly articulating your core values, fostering open communication, offering robust onboarding and mentoring programs, and modeling best behaviors can help align every member of your team around a shared and thriving set of expectations.
Workers Are Tuned in to Incidents Of Discrimination
A study by the Institute for Public Relations and leading global communications and engagement firm Weber Shandwick says that nearly 60 percent of all employed Americans report that they have seen or heard about some form of discrimination at their workplace, and millennials are more likely to be attuned to these issues.
“It has long been understood that diversity and inclusion initiatives are essential for business success but also for career choices being made by millennials,” said IPR Trustee and Weber Shandwick’s Chief Reputation Strategist Leslie Gaines-Ross in a press release.
Unfortunately, even with the best training, decision making, and leadership, discrimination and harassment can still occur. Educating and empowering your employees to utilize reporting methods to share (without fear) any issues they see at work can help senior staff address potential issues before they become major problems.
Get Ahead Of These Issues (Or Face Unnecessary Risks)
To help prevent workplace harassment and discrimination, companies need to create environments where employees feel comfortable anonymously reporting incidents, and develop an effective process to hold workers accountable.
STOPit offers completely anonymous reporting via a mobile app. With an interface like texting the app is easy for employees to use discreetly while on the job to report harassment, discrimination, favoritism, fraud, and other issues. Back end incident management systems help employers directly follow up with employees anonymously to gather more information, while ensuring secure evidence collection and compliance. STOPit can also automate a company’s current processes to improve the efficiency and effectiveness of investigations.
“A company who wants to maximize results takes the results of reporting and assessment and then connects management and employees with education content rooted in proven, actionable solutions,” said Roger Duffield, President of in2vate, a risk management program.
To learn more about how workplaces are integrating data and anonymous reporting to satisfy compliance requirements and improve company culture, click here.
And although the right data and tools are important to success, continued improvement is just as dependent on continued learning and continued implementation. A thriving company culture, the kind that millennials seek out and stay at, are found at organizations that actively gather feedback and then act on what they learn. And when the right values are being upheld and the right behaviors are in place, it’s still important to continue monitoring issues like pending investigations and recently filed complaints, to help proactively spot and address cultural risks and vulnerabilities.
Call STOPit today to learn more about how companies are using mobile technology to protect their corporate cultures.