How you can drive culture to improve performance

With so much in the press about employee engagement and the cost of recruitment now that the job markets are improving its interesting to listen to those professionals who are on leadership programmes discussing 'Whose responsibility is it to ensure engagement?' Is it about having solid training programmes? Is it about pay? Or is the old adage that people join firms but leave managers really true?

I think this article  in HBR is an excellent opportunity to think about what we all do in the workplace to ensure "This is a great place to work.." https://hbr.org/2015/12/the-intangible-things-employees-want-from-employers?utm_content=buffer79a8a&utm_medium=social&utm_source=twitter.com&utm_campaign=buffer

It discusses not only the difference in the generations - which, to be fair, is a matter of treating everyone as an individual, but it also looks more broadly at the leaders role in creating 'culture', that difficult-to-put-your-finger-on but essential part of employee engagement.

There is a call to arms within this article - although it's not overtly pressurising patterns and managers to take action the messages there if you see it. It is - don't expect the organisation to be able to know everything we all want - go out and ask questions - of your team, peers and bosses. Establish what is important in driving the change from 'Me to We' and decide what part you can play in making your office a better, more enjoyable, fun, creative, honest, approachable place to work.

When this happens - you and the firm receives the benefits - greater loyalty, trust, engagement and of course - performance! Just remember, whatever you choose to do - take action!